Human Resources: Ensure the Job Description is Accurate
5 April 2006
Read by 3874 persons
Managing the search for skills means being able to accurately determine the job description or job profile. This is a process that must be taken very seriously.
To properly manage the search for skills, it is first necessary to "detach" from the person who holds the position and then formalize the profile or reference that one wishes to put in place. The job description is carried out by the company's Human Resources department or, possibly, by a recruitment consulting firm. This is essential in order to establish the profile of the ideal candidate, write the recruitment advertisement, sort through resumes, set up tests, inform and evaluate candidates during interviews.
Skills and Soft Skills
The job description takes into account the place of work, the function and its place in the organizational chart, but it also depends on the company culture, its market and its objectives. It is expressed in terms of age, training, experience and personal qualities.
If it is a new position, the definition of this position will have to be established essentially from the elements that motivated its creation.
The job profile defines the missions, skills and qualities necessary to perform the function in question as efficiently as possible.
Each position - or function - in the company must be clearly defined by technical skills (knowledge of office automation-computer skills and sales...) to which are added know-how or professional experience (when looking in particular for experienced people: negotiation, budget management...) and soft skills, i.e. the behavioral attitudes or qualities required for the practice of the position (listening, speed, rigor...).
The difficulty lies in isolating only the essential skills, otherwise, all the positions in the company would end up looking alike. Beware also of an unfortunate tendency to over-qualify positions compared to the missions.
CHALLENGE HEBDO From Saturday, March 18 to Friday, March 24, 2006
To properly manage the search for skills, it is first necessary to "detach" from the person who holds the position and then formalize the profile or reference that one wishes to put in place. The job description is carried out by the company's Human Resources department or, possibly, by a recruitment consulting firm. This is essential in order to establish the profile of the ideal candidate, write the recruitment advertisement, sort through resumes, set up tests, inform and evaluate candidates during interviews.
Skills and Soft Skills
The job description takes into account the place of work, the function and its place in the organizational chart, but it also depends on the company culture, its market and its objectives. It is expressed in terms of age, training, experience and personal qualities.
If it is a new position, the definition of this position will have to be established essentially from the elements that motivated its creation.
The job profile defines the missions, skills and qualities necessary to perform the function in question as efficiently as possible.
Each position - or function - in the company must be clearly defined by technical skills (knowledge of office automation-computer skills and sales...) to which are added know-how or professional experience (when looking in particular for experienced people: negotiation, budget management...) and soft skills, i.e. the behavioral attitudes or qualities required for the practice of the position (listening, speed, rigor...).
The difficulty lies in isolating only the essential skills, otherwise, all the positions in the company would end up looking alike. Beware also of an unfortunate tendency to over-qualify positions compared to the missions.
CHALLENGE HEBDO From Saturday, March 18 to Friday, March 24, 2006
