Job Descriptions an Overlooked Resource
Job descriptions often known as a JD should be kept up to date and relevant. Continuously updating your JD helps the recruitment process, employee progression and development. It’s also a primary source of skills transference when an existing employee has moved on.
A New Role is Born
Job descriptions are usually overlooked, and as a first step in the recruitment process it’s imperative you know what you are recruiting for, duties you want performed and including any responsibilities the role will have. Look at the objectives of the role. Have these objectives been met? Can the JD be tweaked, updated and improved? Don’t be too surprised to discover the role you are recruiting has developed into different set of requirements and responsibilities.
It could be the role is not even needed as the development of other roles has encompassed this role. This is a good reason to update other JD’s and examine staff development in light of this new information. If you still need to role, it might be very different than previously thought and you can then recruit for that role with a clear understanding of the duties and responsibly involved. You’ll have an understanding of the mechanics of the role and how it will synergise with the rest of the team or department.
A JD should accurately describe the role and responsibilities. It should also explain the needs of the company and how it fits within the overall structure of the team/department. It should also form a basis for employee development and communication between manager and employee. Provide a brief description of the contact they are likely to have.
Understanding the person specification for the role is important, you want to how they will work within the team and the department as a whole. If they are in contact with senior management they should be confident enough. Quite often people can become nervous when their boss is around, they concentrate on what their boss is doing rather than what they should be dong themselves.
Creating synergy within the team paves the way for good moral and future development. Ensure you understand the skill level you are recruiting. Expecting seniors to perform junior tasks or combining two roles into one dampens moral.
Metrics & Key Performance Indicators
The role, responsibilities and duties should have clear expectations layout. The only way to do this is to quantify the role into measurable portions. Using Key Performance Indicators (KPI’s) can then be set and measured against the role giving clear results on the performance of the employee against the JD. KPI’s can be measured on targets, deadlines, or any other measurable targets. Whatever the KPI is based on, make sure it’s Simple, Measurable, Achievable, Relevant, and Timely (SMART).
Have you a Job Description for the the role you want to be filled? Download a JD template and tutorial. We are here to help, contact us by email or by phone 020 7281 0934 for a frank no obligation discussion with a consultant or download the eBook: How to write Job Descriptions and Job Specifications.