What does your organization do? Why are you hiring the role? Whet the applicant’s appetite
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?
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.
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.
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.
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.
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?
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.
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!
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Managers tell Huriot what they want, applicants tell Huriot what they can do, then Huriot shows managers the best matches.
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