Defining Whom You Want to Hire

This post will be all about the starting point of getting the right person to fit an opening that you have.  This means defining the role through a Job Description.

A Job Description consists of at least 2 sections.  The first section is all about the Job Duties.  This portion of the Description is all about defining the regular responsibilities for the person that you are going to hire.  What will they have to do on a daily, weekly, or monthly basis?  The second section is all about Qualifications.  This tells the potential candidate what your expectations are of them to demonstrate that they can do the work.  This might include Education, Certification, or Experience.

Let’s start with this last point first – Qualifications.  The goal of this section is to help you screen people before you even talk to them.  You should expect to get several resumes and you will have to sort them into candidates to pursue further and those that hold no interest.  The Qualifications section should provide that first screening criterion.  In that portion of the Job Description, you might consider mandatory and preferred qualifications.  A candidate without the Mandatory Qualifications is immediately eliminated.  This does not mean that they could not be successful, but the backgrounds of the other candidates will be more reassuring that they can do the job.  Preferred Qualifications are for those characteristics that improve the chances of a good job match.  So, once you eliminate those that don’t meet the Mandatory Qualifications, you can sort those that meet the Preferred Qualifications into a priority pile.

The Duties section is straightforward.  But you do want to be complete here.  I have seen “Other Duties as Required” on some postings, but that is not what I mean.  I have seen many posts that are generic on duties.  The more specificity that you have the better you are.  Some positions are generalist positions.  The position might have a primary duty but needs to be able to fill in for other job categories.  If this is needed, by spelling it out you will likely lose candidates that cannot or don’t want to do other things.

Note, this is a selection process where you are qualifying them as a potential employee.  They are also qualifying you as a prospective employer.  By being detailed and exacting in a job description, you save everyone time.  Even candidates that you reject or never apply will appreciate the transparency involved.

 Have a great day!

 Jim Sackman

Focal Point Business Coaching

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