You don’t need us to tell you—the goal of hiring talented, qualified job candidates is now a lot harder to achieve than it once was. Businesses are pursuing a wide range of strategies in order to replenish their workforce, and to build new talent for the future. Here’s a look at common recruiting mistakes and how to avoid them…
Maybe you have a wealth of experience and one (or multiple) businesses, but you just haven’t used LinkedIn before. It happens. Then 2018 rolled around, and you took the bold decision, that if you’re doing any B2B marketing or networking, you need to be on LinkedIn.
Not many professionals say, “don’t see the need to waste time on LinkedIn.” But I do know a number of business owners and CEOs that feel they missed the boat the first time around, and now don’t know if or how to start.
First off, there is no ‘if’. If you own a company, then whether you want sales or new recruits (and the correct answer is – yes, I need both) then you need to be on LinkedIn. So, here is what you need to know.
Need a job description template to simplify the process of developing a job description? This job description template provides a guide for you to use to develop your own job descriptions for your organization.
It's a 1-2-3 step process.
If you're recruiting, then add sections 4 & 5.
Here's a useful job description template to give you a starting point when writing your own job descriptions. There are some great templates online to get you started – because let’s face it, a lot of positions are transferable between different companies and industries. I suggest checking out Workable, Monster or Proven.
1 - Title of Job
2 - Position Description:
Write a one-paragraph description of what the position does within your organization. Think of this as their role.
For example, an Accountant at a small/medium sized company:
The Accountant will handle prepare, compute, manage, research and analyze all accounting data, in order to provide quantitative information on performance, financial position, solvency, liquidity and cash flows of our business to the business owner.
3 - Major Areas of Responsibility
Use bullet points to list the major areas covered by this position.
For example, an Accountant at a small/medium sized company might list responsibilities that include, but are not a comprehensive list, such as these:
The major areas the Accountant manages includes:
What you have above, is the three simple steps for a great job description.
If you are in a recruitment mode, then you can add to your job description to give details to potential recruits:
4 - Required Knowledge, Skills, and Abilities
In this section of the job description, list each essential responsibility that the job holder must be able to perform satisfactorily to do the job successfully. Note that these requirements are representative, but not all-inclusive, of the knowledge, skill, and ability required to perform this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Job Requirements
Education and Experience
5 - Physical Location
Lastly, be clear about where the team member needs to be, and how much of the time they are required in the office or on the road/travelling.
Job descriptions are further covered in Nick's best selling book - Exactly Where You Want To Be: A Business Owner’s Guide to Passion, Profit and Happiness. Pick up your copy of the book on Amazon.
