TCii Strategic and Management Consultants
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Every business wants to employ the very best and brightest, but that’s often easier said than done. Many businesses are held back by flawed recruitment processes, and in the long run this can have a devastating impact on efficiency, productivity, and team morale. The recruitment process begins, of course, with the job description that either you or your recruitment agency will publish.
Many businesses fall at the first hurdle by publishing job descriptions that don’t adequately describe the specific role. As a result, they tend to attract the wrong candidates.
Whether you’re recruiting a junior administrative staff member or an executive board member, you need to ensure your description of the role and its expectations is both accurate and detailed, in order to attract the candidate who has the exact qualities required by the role. Many companies will simply produce a generic job description or even recycle a previous job description for a similar position.
A good job description is one that clearly sets out what is expected of the successful candidate. It should spell out specific goals that the candidate will be expected to achieve within a fixed time frame. This will enable your HR team to undertake a detailed analysis of each candidates’ skills in relation to the requirements of the role.
It’s important that both your job description and your recruitment process as a whole take a realistic approach. There’s nothing wrong with wanting to find the “perfect” candidate but try not to be overly demanding, or you may find that suitable candidates are put off applying by an intimidating job description.