Preparing a Job Description
So, business is booming and you need more staff?
That’s a positive thing and, if you’re a small company, it’s also exciting. You’re on the upward curve. Your company is getting bigger.
When you experience these feelings, it signals the exact time to hit the pause button, take a step back and ask yourself a simple question.
Are you absolutely sure you need to employ another person?
There’s more cost to recruiting someone than just their wages. Add on pension contributions and National Insurance, plus the space and equipment they will need, and you’re looking at twice their salary. Do you really need to make this commitment?
Consider the following:
- Does your company really need to do the work you’ve identified for the new recruit?
- Are you sure all potential wasted time and effort has been extracted from the role?
- Could the tasks be automated or outsourced? No pension or NI costs there.
- Is this a good opportunity to develop the skills of an existing member of your team instead? It might take more effort initially but it will boost that person’s commitment and demonstrate to other staff that career growth is possible, and even encouraged, within your company.
If you still believe, after all this self-scrutiny, that your team needs to grow in size, that’s good, because business expansion is a positive development. However you can now be certain the new person is necessary and, just as important, you will have a better idea of exactly what they will bring to your organisation.
So now you need to apply the same rigour to ensuring you get the right person.
- List the most important duties and responsibilities of the role (no more than six)
- Describe the key interactions the person will make doing their job (leaders, peers, suppliers, customers, etc)
- Define the potential sources of satisfaction and dissatisfaction from their role (no more than five each)
- Consider their potential development path to other jobs, careers
- List the experience, skills, knowledge, equipment and accredited training they need to perform their duties
- Define the attitudes and behaviour they require to be successful (e.g. enjoy working with others for a customer service role, or problem solving for those working with technology)
- Describe the values they need to fit within your company culture
- Determine the flexibility in working patterns you will require (overtime, shift work, weekend working, travel, etc)
Once you have this information, reinforced by your conviction that this is a new appointment you require, you can draft the all important job description and personal specification – your blueprint and road map towards a successful appointment.
If you would like help with your recruitment marketing, please call 0345 0537417 or message us through the icon on the bottom right hand corner of the screen.
For more information go to, “How to effectively recruit an employee”