Writing a clear job description is essential to find the right employee. Do you know how to make one?
If you are in the process of hiring personnel for your company, you will surely have a good time looking for applicants. However, in order for the call for candidates to be efficient (and not an endless and confusing process), it is essential to write a precise job description that you can then publish in the job recruitment channels. In addition to saving you time, having a clear job description before starting the hiring process will help you choose the best candidate for the position.
Generally, a job description includes two areas: a summary
of the responsibilities of the position and a list of the main functions that
the employee must perform.
It is worth spending time and effort to study the job
description in detail. With a disconcerting, vague or incorrect description, it
will be much more difficult to match a candidate with the position, because the
future employee will not be sure of what the job implies.
In addition, if you do this work properly, it will be very
useful to attach to the employee manuals, so that everyone has a clear idea of
what is expected of them.
To write a job profile, it is important that you keep these
four points in mind:
Avoid generalizations
Be as specific as you can when describing the roles and
responsibilities that this employee must fulfil. Think in terms of the benefits
it will bring to your organization or your consumers and customers. For
example, do not describe an employee of a video store simply as someone who is
dedicated to "rent videos to customers." Instead, if you use
something like "help customers choose movies they might like by sharing
their knowledge about recent or classic movies," you'll know that you need
someone who loves movies and can convey their enthusiasm to the clients.
Define your priorities
Once you have created a list of responsibilities and
functions, sort them according to their importance. Start with the skills that
are inherent in the position that needs to be filled. In this way, you will
know what is required to perform it successfully, what is simply desirable, and
what may be really irrelevant.
Hiring is often a problem of compensating for advantages and
disadvantages; therefore, the definition of priorities will help you determine
what may or may not be expendable.
Use measurable criteria
Be explicit about the type of performance you are looking
for in a person, and whenever possible, look for ways to quantify those
criteria using numbers or dates. Otherwise, you may find that you hired someone
who can perform the necessary tasks but is deficient in productivity or
performance. For example, will an account manager work with one, four or ten
accounts at a time? Is an accountant expected to update accounts receivable
daily, weekly or monthly?
Ask for help
Meet with other people who are going to direct or interact
with the new employee to know what their main functions should be. Those in
direct contact with a person often know more about what daily skills are
required to perform a successful position. You will discover that this
contribution is of incalculable value.
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