Don't recruit blindly. Create a job description for the role you're going to hire before posting for the job.

It might be tempting to skip the job description because you need someone in the door yesterday. You’re too busy to waste time on that, you know what you need, you’ll know it when you see it, it’s just a simple position and it doesn’t need a job description. I’ve heard it all before.
A job description is not just a list of tasks and qualifications. It is a communication tool that helps you attract, screen, and select the best candidates for your role. It also helps you set clear expectations, align your team, and evaluate performance.
Without a job description, you are hiring blindly. You might end up with candidates who are not a good fit for your culture, your goals, or your budget. You might also miss out on candidates who are perfect for your role, but don’t apply because they don’t know what you are looking for.
A job description is the first step in the recruitment process, and it is worth investing some time and effort to create one. Here are some tips to help you write a great job description:
Write out what you need this role to do for the company. How will this role contribute to the overall objectives of the team and the organization. The candidate wants to know how their work would fit in with the bigger picture. List the specific tasks and activities that the role entails.
Write a summary of the job. Provide a brief overview of the role, its purpose, and its impact on the organization. Write the summary so it is realistic to the role, but also excites the candidate:
For an administrative support role, you wouldn’t say “This role does everything the owner doesn’t want to do”.
You would probably say “This role supports the business owner and keeps them organized. With this role’s support, clients will receive professional and timely responses to their emails and phone calls.”
Choose a job title that fits with the responsibilities. Don’t invent one because you’ll limit your candidate pool. Also don’t call it something it’s not just to entice people to apply. Don’t call it a Receptionist if they are running the entire office for you… that’s an Office Manager. Choose a clear and concise title that reflects the level and function of the role. Avoid jargon, acronyms, or vague terms that might confuse or mislead candidates.
Specify the job requirements. Outline the minimum qualifications and skills that the candidates need to have to perform the role successfully. Don’t ask for the world if they don’t need it to be successful. Don’t ask for an MBA for an entry level role if they can do great having a Diploma. Include education, experience, certifications, licenses, technical skills, soft skills, and any other relevant criteria.
Finally, describe the job benefits. Tell them what salary they will make at this job. They will find out eventually and don’t lure them in just to tell them a salary well below what they are hoping for. In this section, explain what the candidates can expect from working for your organization, such as compensation, perks, incentives, growth opportunities, learning and development, culture, values, and vision.
A job description is not a one-time thing. You should review and update it regularly to reflect any changes in the role, the team, or the organization. A job description is a living document that evolves with your needs and goals.
A job description is a necessary foundation for a successful hiring process. By writing a clear and compelling job description, you can attract more qualified and interested candidates, and increase your chances of finding the right person for your role.
Writing a job description takes time to get it right. It requires a lot of research, analysis, and creativity. If you want to save time and hassle, let Stenson HR Consulting do it for you. We have the expertise and experience to help you. Let’s grab a coffee and discuss it!
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