LESSON 4 - HOW TO HIRE & RETAIN THE RIGHT PEOPLE

Creating the right job description to find the right person

 

You need to create a job description that truly focuses on the exact skills and qualities you are looking for in the potential new hire.  You need to define the right job responsibilities.  You want this description to be truly in synch with what they will actually do, and the skills they actually need.  This way when you are evaluating resumes, you will be able to spot strengths and weaknesses much easier.  The performance evaluations should also be in synch with the skills and responsibilities within the job description.  You will have to update the job description from time to time if there are any additional responsibilities, new skills, or new product experience needed. 

 

Items that should be on the job description are:

 

  • General Description: Basic overview of what you are looking for in a candidate.

 

  • Primary Job Functions: Brief description of the type of work performed.

 

  • Required skills:  The “must have” would be on top, the “should have” in the middle, and “nice to have” at the bottom.

 

  • Desired skills:  This would be skills you wish the applicant had, but not absolutely necessary.

 

  • Experience: Type of work experience the applicant must have, and the amount of years doing this type of work.

 

  • Education: Needed or desired.  This can be anything from technical certification to a master’s degree.

 

  • Work status:  Full or part time.

 

  • Travel:  Enter a percentage if there is any travel associated with the position.

 

  • Reporting:  The positions direct report.  It might be you or one of your supervisors.

 

For example, if you were looking for more of a Tier 1 support technician with lower technical capabilities than a Tier 2 technician, you need to be clear on the expectations in the description which will justify the lower rate of pay.  You would create it around the skills needed for the position.  You would not want to make a description with too many high-end requirements for a lower type of position.  It might put off some potential good applicants.  The opposite is true if you are looking for a higher end type of position. 

 

You also need to keep in mind whether this is a non-exempt position (paid on an hourly bases) which would include overtime and is typically on the lower end of the pay scale, or exempt (paid on a salary basis) which is usually on the higher end of the pay scale but with no overtime. 

 

The following screen shot is an example of a basic job description for a Tier 1 technician with somewhat lower expectations than that of a Tier 2 technician.

 

 

Click the icon to the right to download this file  >>>
Once the file is open, you can save it like you would any other file.  You will need to click your backspace button to return to this page.
Example – Job Description.  Data Repair - Tier 1 Technical Support Engineer
The text of these materials, or any part thereof, may not be reproduced or transmitted in any form or by any means, electronic or mechanical, including photocopying, recording, storing in an informational retrieval system or otherwise, except for students own personal use. The author does specifically disclaim any responsibility for any liability, loss, or risk, personal or otherwise, which is incurred as a consequence, directly or indirectly, of the use and application of any of the contents of this course.


© 2009-2017 MasterClassManagement.com  All Rights Reserved
This course is also available in book format.
This course is also available in book format.
Certification is the key to success
Online Management Courses Certification

Job Description

Management Skills