Five Essentials for Every Job Description

Five Essentials for Every Job DescriptionFive Essentials for Every Job DescriptionFive Essentials for Every Job DescriptionThis article is from The Small Business Hiring GuideAs a recruiter, you want to hire the right part. That meansyou need a crystal-clear picture of the type of employee youre looking for. Your job description has to go beyond just experience and education to include work and character traits that can impact a persons ability to thrive in your organization.Your online job postingwill serve multiple purposes.It forms the foundation of your recruitment ad and can entice the right people to applyIt serves as your first opportunity to make a good impression of your companyIt helps focus your resume screening process, helping you choose only the most qualified candidatesIt lets you develop high-impact interview questions that can help you select the employees you needYour recruitment strategyshould be based on unterstellung five features1. Job duties What will the perso n do?Take the time to spell out the specifics of the open job. departure with the job title it should be descriptive (western regional sales rep industrial products is better than just sales rep), conform to standards for your industry, and mesh with your own companys job hierarchy (terms like junior, associate or senior can differentiate levels of proficiency).Then come up with a summary of the jobs responsibilities as well as a list of the key duties that will be performed. Think this through thoroughly. A hazy or incorrect description will make it harder for you to match a candidate and a job because youre not sure what the job actually entails.2. Work experience What background is required to get the job done?Industry familiarity job knowledge educational background professional certification these may all be crucial to helping you screen candidates you recruit. Clarify ahead of time the specific experience and background a qualified candidate should have. For example, does th e job require experience in your industry, or are the skills transferable from other lines of work?Determine whether the persons education level will have a bearing on how he or she executes the job. Industry or job specific certification may also be vital, as may visa requirements in some industries.Relocation may be another concern will you be willing to pay to recruit someone from another geographic region? Finally, consider your willingness to invest time and resources in training. This can create flexibility in your experience requirements.3. Skills What unique skills must the person possess?Look at the duties the person will perform and assess what skills are required to complete those tasks. A call center representative, for example, will need good phone manners and may also need to be a good listener.A front-line manager may need to be a solid executer with a history of keeping to deadlines, whereas a group head may need proven leadership skills. Your list should include h ard skills (what the person knows) and soft skills (how the person applies that knowledge).4. Style How will the person get the job done?In a small business, the way a person works can be as important as what they do. Theyll need to mesh with your corporate culture and the team you currently have in place. For instance, a person who thrives off the energy of others wont succeed in a company where everyone works solo.5. Temperament What kind of personality succeeds in your organization?Take work style a step further to consider the attitudes and manners (the candidates soft skills) that you want in a job candidate. Develop a list of the character traits you most value it can include things like sense of humor, honesty, compassion and the like. You might not list these in your recruitment ad, but they can help you choose between candidatesas you conductinterviews andscreen candidates.None of the information provided herein constitutes legal advice on behalf of Monster.Hire smarterThe purpose of ajob descriptionis relatively simpleto find the type of person that is most productive in the work environment youve created and who can complement your current workforcebut writing it can be tricky. Could you use some help?Sign up for exclusive https//www.youtube.com/ adviceand well send you the latest recruiting tips, hiring trends, management strategies, and even some awesome deals. With expertise, youll be well on your way to making your next terrific hire.