So you've decided to hire someone. The first hurdle in the way of finding someone? Your job description.
It is amazing how little thought managers give to the job description. Make it too long - applicants won't read it. Too short - it won't tell applicants what they need to know. And everyone seems to have their own idea of what it should contain.
Huriot can help. Follow our guide on the eight key things to include in your job description and you will give applicants everything they need.
1. A summary of your organization and the role
What does your organization do? Why are you hiring the role? Whet the applicant’s appetite
2. Location and work shifts
Is the role in-person, hybrid, or remote? Do you need someone to work specific shifts or times? Is the role full time, part time, or flexible?
3. Requirements
These are the hard, non-negotiable elements of the role, which if applicant must have to be considered for the role. For example, a driving license, or membership of a professional body. Every single requirement is hurdle for someone to jump over, so keep these focused.
Challenge your own assumptions. Does the successful applicant need to have a degree? Do they really need to have done the exact, same job for five years? In that case, these are not requirements. Instead, break out the specific knowledge and skills applicants will have learned from formal education and their career to-date.
4. Tasks
The day-to-day things the successful applicant will do in the job. Keep these short and specific, and action oriented. A sales assistant job might include: processing customer transactions, or providing advice and guidance on products and services.
For each of these tasks, you should then define how experienced you need applicants to be for them. In a very fast-paced retail role, for example, you might want someone who is highly experienced and can coach and mentor others on handling customer issues.
5. Knowledge
What subjects and topics that the applicant should bring to the role? If you run a sports store, you might want applicants to have knowledge of a particular sport. If you run a pre-school, you might want applicants to know your state’s education requirements for preschoolers.
6. Skills
What are the things an applicant should bring to the role? These should be generic and transferable from other roles and formal education. Think math skills, or technology skills.
7. Qualities
What are the character traits of your ideal applicant? Do you want someone who works independently or someone who is good at working with others? Do you want someone who demonstrates a willingness to learn, or someone who exercises leadership?
8. Salary and benefits
Would you exert time and effort applying for a role if you didn’t know what it paid or the benefits associated with it? Do you really want to find an outstanding match for your role, who at the end rejects the role because the salary isn’t high enough? Be transparent and save yourself time.
Huriot can help!
The time you commit to planning and executing hiring is time well spent. But you don’t worry, if you still aren’t sure where to start then Huriot can help!
Huriot makes hiring hourly workers quicker and easier by getting rid of resumes.
Managers tell Huriot what they want, applicants tell Huriot what they can do, then Huriot shows managers the best matches.