In last weeks’ column we addressed the
importance of defining the qualifications and characteristics required for
success in a job before starting the hiring process. Once these core elements
are defined it is important to create a job description. A job description is a
profile of the job, and its essential functions and requirements. It is useful
to ensure internal consensus before the hiring process begins, to describe the
job to potential candidates, and to help recruiters understand what you’re
looking for.An effective, well-written job description is basis of the employee relationship and can help set important expectations and understandings surrounding the focus, goals, deliverables and responsibilities associated with a job before a new employee starts. In unfortunate cases, it can also support the termination of and employee. A proper job description should include the following:
- Company name and location
- Business unit and job title
- Name and title of direct manager
- Job responsibilities, tasks and objectives
- Compensation
- Education/experience requirements
- Personal characteristics required
Creating a job description is often a great opportunity to redesign a job and improve upon overall organizational effectiveness as well. The last person in the job may have been well suited to a particular focus, like technical sales, but if you decide a broader strategic focus or general relationship skills would be helpful, then you can adjust the job description to reflect this change.
In creating a job description, take the time required to do it right. Of course timing is critical, especially when recruiting to a role that needs to be filled quickly. Not taking the time to focus on quality can be costly however. By carefully defining a job, you will dramatically increase the chances of getting the right person in that job, and setting expectations appropriately from the outset. The cost of getting rid of the wrong employee more than outweighs the cost of time spent finding the right one.