Why is the job description the most important step in the recruiting process? Let us begin by examining most companies’ current practices.
In many organizations, the manager requests an approved job description for that job title from their human resource department. The HR administrator forwards the job description to the manager. The manager, sometimes, reviews the job description and asks the HR administrator to post their position. Other times, they assume the job description is correct and immediately ask to post their job.
What is wrong with following this practice? Well, if this position is replacing an employee who went above and beyond their original job description, the description that was approved might be outdated.
The recruiter then searches for a person who matches the old job description. Once a candidate is found and presented to the hiring manager. The manager interviews the candidate using the old job description to determine if they are a fit. They will not match the person who just raised the bar in that position.
A worse scenario occurs when the manager only knows the title of the position but cannot give even the faintest job description. The recruiter may be flying blind. It is the same as sending someone to the grocery store without a list and expecting them to return with exactly the food that you need. Neither you nor that manager will be happy with what is delivered.
Consider these scenarios before creating a job description:
- You have a job description where the previous employee working in the position only “met expectations.” If that employee left or your company needed to add a new position, the current job description could suffice. Take a look at the description and consider adding some additional skills or experience.
- Your company recruited an employee who was fabulous. They demonstrated that the position could be more productive and profitable by adding some new skills that they brought to the position. Since they “grew out” of the position and were promoted, there was a need for a replacement position. Take this opportunity to search for a replacement who performs the work at the same level as the employee who was promoted.
- This is a brand-new position. What an opportunity to attract exactly the employee skills and experience needed for the position. It is time to examine the skills and experience your team needs today. Look at other companies’ job descriptions for that title to see if their descriptions match your need – or at least provide you with beginning verbiage to use.
In all three of these scenarios, there is one RecruiterGuy secret. Only use them if you want to increase the best match for the need and employee engagement.
Another talent attraction consultant secret – add 3 month, 6 month, 9 month, and 12 month goals to your job description. With these expectations in mind, you will focus on the candidate with the closest qualifications for the next year. This method takes away the guesswork from your candidate search.
Now the balance of your company’s talent attraction process falls in line. The recruiter and manager are dialed into the skills and experience required to be successful during the first year of the candidate’s employment.
The selection of the best-qualified candidate is dialed. Best of all? Candidates love to know what the first year looks like.
Remember increasing employee engagement? When in one-on-one conversations with this new employee, the manager will be asking the employee questions like, “where are you relative to completing your goals?”, “are there any areas where you need my assistance to meet your targets?”, “have you begun working on your upcoming goals?”
Remember, a goal-oriented employee is an engaged employee.
While creating a job description, prepare by listing the day-to-day responsibilities. Move to list the weekly duties, if any. Then work on the monthly and annual responsibilities.
Bill Humbert is the Google ranked No. 1 talent attraction consultant. His book, “Expect Success! The Science Of The Over 50 Career Search” has been recognized as 1 of 100+ Best Business Books by the C-Suite Network. Mr. Humbert can be reached at RecruiterGuy.com.
