So . . . you know the three main reasons your job descriptions needs scrutiny by just about everybody associated with the position.  Now what?  Well, it’s time to create a job description that will help ensure you hire the best candidate possible. The first step, as we discussed in our previous blog post, is the assessment, mainly since the job description may have changed over time due to a number of different factors.

Before you can build an effective job description, though, you need to break it down even further—fill in the blanks, so to speak.  In order to do that, some questions need to be asked (and of course, answered).  The majority of these questions are centered upon the core responsibilities of the position.  Clearly defined parameters must be identified and established, and the best way to do that is through the use of the following questions: 

  • With whom will this person communicate?
  • In what capacity will they communicate?
  • What information will be communicated?
  • How much authority within the company will this person possess?
  • Who will this person report to?
  • Who will report to this person?
  • How much decision making will this person be expected to do?
  • What decisions will they be responsible for?
  • What planning will this person conduct?
  • What administrative duties, if any, will they perform?
  • Will this person interact with customers?
  • If they will interact with customers, in what capacity will they do so?

As you can see, assembling an effective job description requires a certain attention to detail.  Now that we’ve asked some important questions, in our next blog post we’ll address the essential elements of an effective job description.  These elements will serve as guideposts in the search for your next great employee.