Creating The Ideal Job Description
When its time to recruit and accept resumes for new employees, the job description you post needs to be a precise illustration of the job that is to be filled. Many times employers overlook the need to...
...by Becky Mease 4/1/2010
When it’s time to recruit and accept resumes for new employees, the job description you post needs to be a precise illustration of the job that is to be filled. Many times employers overlook the need to providing a well defined description that applies to the open position, and then they can’t understand why the candidates aren’t what they were looking for. This is a common mistake that is easy to avoid. Below you will find some simple suggestions that the folks at FinanceJobz.com feel could aid you in this task.
1.) Analyze the job before you write – When you analyze any position that needs to be filled and write out a description of what is entailed in that job, you may find that that certain job doesn’t need to be filled by someone on a full-time basis. Sometimes it is possible to divide tasks among other employees already on the payroll. If you feel this position really does need to be filled by a full-time employee, then clearly state what essential responsibilities or tasks will be required.
2.) Keep from making common mistakes – Many employers often make the mistake of creating a list of required tasks that need to be done without really analyzing the position in need. Ask yourself these questions to avoid falling into that trap.
- What are the main priorities of the job- what takes precedence?
- Who will they report to and how?
- What kind of results are you expecting them to deliver?
- If the new hire is to be placed in a managerial role, ask yourself what is the extent of authority they will have?
3.) Job criteria – After you have obtained your answers from above, you need to determine the criteria for the position/job. This is to include skills, qualifications, character traits, and such.
- Please note that qualifications are what the new hire needs to have to land the position. (i.e. education, experience, references…)
- Skills are additional assets they bring with them. (i.e. computer know-how, grant writing…)
- This is where you can weed out many applicants when they don’t meet your criteria.
4.) Creating the job description – You are now ready to write the job description. This is when you use your best creative efforts to draw the best possible candidates to the table. Be sure that is clear, practical, and functional.
- List job title, department, and person whom they will report to.
- List the exact responsibilities.
- List tasks that are expected to be completed.
- List skills and character traits that you wish for them to possess.
- List education or experience that is required.