Developing an Effective Job Description
18 March 2008
Read by 1471 persons
Before starting the hiring process, creating a clear job description can help you better choose the ideal candidate from a pool of applicants. This description usually consists of two parts: a summary of responsibilities and a list of main functions. A complete job description is not a waste of time. If it is vague or incorrect, it will be more difficult to find a candidate who matches the position because you will not be really sure what this position requires in terms of skills.
On the other hand, a precise job description is essential for writing advertisements, job offers or other recruitment-related documents. This allows you to be clear about the skills you are looking for in an applicant and to ensure that your advertisement reflects these skills in order to attract the best qualified candidates for the position.
Use the tips below when preparing a job description.
Avoid generalities
Be as precise as possible when describing the functions and responsibilities of the position. Think about what the employee can bring to your company and your clients. For example, avoid describing a video rental store employee as someone whose job is to "rent videos to customers". Instead, use something like "he will help customers choose the movies that interest them thanks to his good film culture". You will then know that you need someone who loves cinema and who will be able to share their passion with customers.
Prioritize
Once you have created your list of responsibilities and functions, rank them in order of importance. Start with the skills that seem essential to you for this job. This will tell you what is necessary for the proper execution of the work, what is more accessory and what may not be relevant. Hiring someone often comes down to making a compromise, and prioritizing skills helps you distinguish what is essential or not for the position.
Use measurable criteria
Be explicit about the types of performance you expect from an employee and try as much as possible to quantify these criteria with numbers or dates. Otherwise, you could hire someone whose skills meet the requirements of the position but who is not productive enough. For example, will a client manager have to manage one, four, or ten clients at a time? Will an accountant have to update customer accounts daily, weekly, or monthly?
Don't hesitate to ask for help
Try to spend time with people in your organization who will be responsible for the new employee or who will work with him to find out what they expect from this person professionally. Those who work directly with someone often know more about the skills required every day to do their job correctly. This information is invaluable.
Posted on May 5, 2008
westafrica.smetoolkit.org
On the other hand, a precise job description is essential for writing advertisements, job offers or other recruitment-related documents. This allows you to be clear about the skills you are looking for in an applicant and to ensure that your advertisement reflects these skills in order to attract the best qualified candidates for the position.
Use the tips below when preparing a job description.
Avoid generalities
Be as precise as possible when describing the functions and responsibilities of the position. Think about what the employee can bring to your company and your clients. For example, avoid describing a video rental store employee as someone whose job is to "rent videos to customers". Instead, use something like "he will help customers choose the movies that interest them thanks to his good film culture". You will then know that you need someone who loves cinema and who will be able to share their passion with customers.
Prioritize
Once you have created your list of responsibilities and functions, rank them in order of importance. Start with the skills that seem essential to you for this job. This will tell you what is necessary for the proper execution of the work, what is more accessory and what may not be relevant. Hiring someone often comes down to making a compromise, and prioritizing skills helps you distinguish what is essential or not for the position.
Use measurable criteria
Be explicit about the types of performance you expect from an employee and try as much as possible to quantify these criteria with numbers or dates. Otherwise, you could hire someone whose skills meet the requirements of the position but who is not productive enough. For example, will a client manager have to manage one, four, or ten clients at a time? Will an accountant have to update customer accounts daily, weekly, or monthly?
Don't hesitate to ask for help
Try to spend time with people in your organization who will be responsible for the new employee or who will work with him to find out what they expect from this person professionally. Those who work directly with someone often know more about the skills required every day to do their job correctly. This information is invaluable.
Posted on May 5, 2008
westafrica.smetoolkit.org
