Hiring top notch employees can be a difficult
task. This task can be simplified by using a detailed list of job requirements often
referred to as a job description. This description will enable you to properly evaluate
resumes and determine specific interview questions necessary to make a smart hiring
decision. A job description should be realistic, not somebody’s dream employee. It
should be based on what is necessary to accomplish the objectives of the job. The
following is a guide intended to give assistance in the preparation of a job description:
JOB TITLE
The job title should name the position in a way that is clear and recognizable to all
employees. "Manager of Corporate Financial Services" is much too wordy a title
for someone that should be called an "Accounting Manager."
JOB SUMMARY
A two or three sentence summary stating the overall objective of the position. This
overview should include what the position is to do, the reason for doing it and the scope
of its intended result.
DUTIES AND RESPONSIBILITIES
The duties of the position should be listed in the order of importance. Describe each
duty concisely using verbiage, which specifically indicates the task involved. Action
verbs like "supervise", "analyze", "balance",
"audit" should begin each sentence. Use quantitative terms to describe the
timing of each duty i.e., "daily", "weekly", "monthly".
Detailing the events of a typical day will help you clarify these duties and their timing.
RELATIONSHIPS
Give an explanation of the reporting structure for the position. (To whom does the
position report, and who does the position supervise?)
QUALIFICATIONS
List all qualifications required for the position. Separate essential job
specifications from those that are desirable. Be careful not to include artificial
requirements i.e., the present job holder may have a college degree, but is one necessary
to perform the job? Use the following list to help determine qualifications needed for an
individual to do the job:
- Applicable education
- Applicable experience
- Specific technical skills
- Specific analytical skills
- Management or interactive skills
Be sure to consider personal and working condition requirements as well as technical.
These may be just as important to ensure the person you hire fits in with the personality
of your firm. Some examples of these other requirements are:
- Dress Code
- Smoking Policy
- Opportunities for advancement
- Travel requirements
- Relocation
- Hours and schedule of work (overtime, weekends, etc.)
Hiring mistakes can be prevented if the person responsible for hiring does an effective
job of determining their needs. A detailed list of job and working condition requirements
will enable you to evaluate resumes and determine specific interview questions that enable
you to properly screen applicants in order to make a smart hiring decision. It is our hope
that this guide will help you to develop a description that will enable you to be more
successful at hiring top notch employees.
