You are out of time, out of energy, and you just got another huge order. So… you’ve decided it’s time to hire someone.
Fabulous! What happens next?
It’s easy enough to know when you need to bring someone new on board. But it’s harder to pin down exactly what they need to achieve to make hiring them a smart fiscal investment.
Hiring just anyone is simple enough. But finding that perfect person to change the game in your business? That takes smarts – and strategy.
One of the most critical areas for hiring well is writing a job description that’s clear on the goals and objectives of the position.
So how do you do that? And how do you determine the necessary experience, education, and the personality characteristics a good fit would have?
Well, if you are a large corporation you have several meetings and meet with many of the involved people. But let’s get real. Most entrepreneurs are left making most of these key decisions by themselves.
You need an easy system to craft a crystal clear picture of exactly what you need, so you can write an in-depth job description that will attract the right people.
That’s what today’s post is all about. How to write a job description. You ready? Let’s get right to it.
Step 1: Determine exactly what your business needs
Without a need to fill, there isn’t any reason to go through the expense of hiring someone. Ask yourself: what gap will this new hire be filling? How will their expertise push your company forward?
Step 2: Figure out what goals you have in mind for your new hire
If you’re going to hire and retain a high-potential person, it’s extremely important to have clearly defined expectations.
Step 3: Decide what skills, experience, and education you require.
This will help you sort through resumes more quickly as you go through the reviewing stage in the process.
When you take on a new member of your team, it’s important to decide in advance whether or not they’re the best fit for your company culture. What kind of personality traits and work style will mesh best?
When developing your job description, keep the realities of people’s personalities in mind.
For example, an aggressive sales person might be completely ineffective at data entry. If your job description requires both, consider hiring two different people. It’s far better to have two employees doing tasks they’re naturally gifted at, than one person who spends half their time doing work they dislike.
…And that’s it! But remember: a job description is NOT a job ad. If you need help writing a job ad after you write your job description, click here to learn how to write a great job ad.
Want additional help crafting a job description?
Check out my Clarity & Reality Course today! Clarity & Reality features the secrets to writing a great job description PLUS a roadmap to figuring out your business needs.
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