In a ‘Do-It-Yourself’ world, HGTV and Pinterest make everything seem so easy. One thing we hear from clients who try DIY when it comes to hiring is that they felt they wasted so much time only to discover that the candidates they were interviewing weren’t really the right ones. In the last post, we covered the basics. Now let’s dig a little deeper.
Part 1: The Job Description
If you’re still using the same job description from (more than) five years ago, then it’s time to shake a leg and conduct a workplace productivity audit. Examine who-does-what-and-why and then spend some time with the strategic plan. If your human capital isn’t aligning with the business or organization’s goals, then it is time to make some changes before adding new blood into the mix.
What does a great job description look like? Well, that depends on what you are looking for and how your organization works. Some job descriptions are detailed task logs leaving little room for creativity. And they work phenomenally for the people who work phenomenally in that space. Other job descriptions identify key responsibility areas and leave much of it up to the employee. Even still, a compelling job description can identify the problem to solve and the expectations, leaving room for interpretation. So really, it’s not about key terms or buzz words.
It’s more about
· Identifying overall history, mission, strategy, and vision of the organization
· Providing high-level and necessary tactical pursuits
· Establishing the performance expectations
Good job descriptions should fold into each other – it should be clear where there are overlapping responsibilities, key relationships, and organizational expectations.