Ready to start recruiting? Make sure you dust off the job description first.

Soon enough, COVID-19 will finally be behind us, and hopefully recruiting your team will be a priority. When this happens, it is good to be prepared and take the time to clearly define what you are looking for before you begin recruiting.

An excellent way to define who you need to recruit is by creating a carefully considered job description. A job description will allow you to design clear expectations for the job and to translate it so the candidate can understand the requirements.

Also, a job description will help you outline performance expectations, job training, job evaluation and career advancement. A job description should be practical, clear, and accurate to define the needs of the job adequately. You will want to make sure that you have realistic expectations about the task being performed.

A job description should include:

  • Job title – the title should closely match the role
  • Objective/purpose – defines a clear outline of the role
  • Responsibilities – accurately list the functions of the role
  • Job specification – decide on the qualifications, personality traits, skills required in the role
  • Relationships – who does this role liaise with/interacts/supports

It is recommended to include an OH&S section that describes the manual handling requirements, ergonomic requirements for office jobs. Also, any changes in how COVID-19 has affected the duties of the role.

When writing a job description in the present tense, be clear using descriptive words. The expectations need to be clear, measurable with timeframes where applicable. Good idea to review and make sure that you are compliant with any regulations.

The job description must carefully define what success means for both the candidate and the organisation. For example, if your service advisor needs to achieve a 98% average on a customer satisfaction survey, what does that actually mean? What does the candidate need to do to make this happen?

A lot of companies leave out the job specification; however, this is important as it can describe the core requirements that the candidate must have to be successful. This will consist of the knowledge the skills and the attitude that the person needs to have. For example, the financial controller in a dealership may need to have tertiary qualifications or a certain level of experience.

It is a good idea to review job descriptions regularly as tasks as requirements may change.

As many of these elements can be complex, you’ll probably have some questions. Feel free to contact Vroom Vroom Recruitment as always, we will be happy to assist where we can.

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