Are you currently hiring a new member of staff or still in the early stages of preparing for a new employee and thinking where to start? You definitely have to make the job description as efficient and effective in order to accelerate and make the recruiting process more efficient.
For any hiring manager, accurate and well-written work criteria are an absolute must in today's dynamic job market. It can be the difference between only recruiting adequate candidates and seeking the next star performer (which eventually slows down the hiring process).
Here are several tips with an appropriate job description about how to recruit the best talent.
Deciding what kind of employee you need is the first step in writing your work advertisement. Are you looking for a staff member, an accomplished interim manager, or an employee to join the team on a temporary basis to fill a permanent position? Before writing the work ad, this is an important factor that you need to decide on.
A significant factor in determining whether you want to retain the level of headcount and efficiency of your workers or whether you want to develop a new position in order to add value to the company in the long term.
Your job description should state when you want the new worker to start, as well as defining if the role is contract/temporary/permanent. With the desired start date in mind, have you funded for the new hire, or do you still need to get the required approvals? Will there be ample overlap for information transfer if the new employee replaces someone who is leaving? How versatile will the starting date be for you? Before estimating a start date for the new worker, make sure you've considered all potential possibilities.
Identifying all of the new employee's important roles and duties will form the basis of your work ads and help you understand the expertise and experience that you should search for in the new employee member.
If this process is completed, you can start improving your work advertising. If you are a writer or author of a job ad then ask yourself:
The next step to developing a good job description is to put together key qualifications for the new position based on your answers to the above questions. As each has subtle distinctions, be careful not to confuse credentials with technical skills or soft skills.
If there are many applicants competing for the job, the above employment conditions will become extremely relevant. Having a clearly specified set of key criteria will allow you to exclude from the list a large number of candidates that won't suit your position perfectly.
Although it is not mandatory to include the payment in your work ad, it is always advisable. On the basis of the qualifications, abilities, and experience of the employee, along with area or sector, you should be prepared to set a wage. You can further search on the economist or journalism websites for the salary scale and other related information.