Most employers understand the value in a well-prepared job description but often, when we are called in as the recruiting experts, the employer hasn’t given clear thought to the foundation a well-designed job description gives.
For example, if we know our advertiser wants an Accounts person, it pays to actually understand what level of knowledge and expertise is required. It is not enough to state that they want ‘an accounts person’ – they might need someone who has both Debtors and Creditors experience to General Ledger. The same is true for any position – there are sub levels that are critically important to placing the correct person in a role!
As a recruiting company, we understand this foundation is paramount to building a successful role with a successful candidate. This being the case, the sorts of questions we are going to want to know include:
- What are the day to day duties?
- What are the weekly duties?
- What are the quarterly duties?
- What are the yearend duties (if any)?
- What special projects are expected to be completed?
- What strategic projects need to be completed?
- What planning needs to occur?
- What are the 3 month, 6 month, 9 month, and 12 month goals for this position?
Once you have the answers to the above questions, it becomes very easy for an experienced recruiter to then successfully match a job seeker that has the skills and experience to fill the position effectively! Another advantage is that when the foundation is clear, it is also far more likely that you will find the right person to fill the role!
From this foundation, it is then worthwhile to check similar positions on Seek or JobEzy, to make sure that you aren’t missing any critical elements of the role.
The job description now leads into the employer being able to identify the goals for the employee and to also create a review process to keep the role and the employee on track!
