Square one of the hiring process is the job description. Use these tips to ensure your descriptions attract the right candidates.
The position specification is square one of the hiring process. Why is the specification important? First, the right specification leads to the right candidates; because people don't like rejection, they generally don't apply for jobs that require skills or experience they don't possess. Second, the position specification defines for the recruiters, interviewers, and co-workers uniform criteria and expectations for the job. Third, a position specification serves as an ongoing basis for performance reviews, raises, and bonuses, and defines and sets expectations for employees.
Although most people refer to this information as the "job description," we prefer the term "position specification." More than establishing the role for candidates, position specifications identify for interviewers and supervisors how and for what they are looking in an employee. Yet with all of this responsibility riding on one document, usually no longer than a page, anecdotal evidence suggests that fewer than a quarter of all specifications meet the criteria for effectiveness. Using the steps and tips below, you can ensure that yours make the grade.
So, what belongs in a good position specification? There are seven critical components to a specification, although it may not be prudent to disclose all of them to candidates.
Define the Employer HOW:Who is hiring? First list the vital statistics: name, year the company was founded, key business concept, and don't forget the URL. Next, position the company: what market do you serve? Why are you better than the competition? What makes you a good place to work? What is your cultural philosophy? Examples from other companies include "we work hard and play hard;" "quality is job one;" "our people are our greatest asset."
WHY: Prospective employees, even in tough markets, need to be attracted to the employer as much as the job, if not more. Roles and responsibilities can shift, but employers change less often, and dissatisfaction with the employer can lead to high/expensive employee turnover. Employees should know who you are, what you're about, and where you're going from the first contact. Every contact with a prospective employee is a marketing opportunity, so capitalize on every eyeball to make sure you hook the best talent.
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