1.01 – Starting with a Clear Job Description

Whether you are filling a new position or an existing one, it’s crucial to start with a clear job description. Ask yourself: Do you know exactly what criteria you will use to evaluate candidates? Have you established a pay range for this position? Clarity in your needs and constraints makes the selection process more straightforward and less arbitrary.

If you’re filling an existing position, you probably have a detailed job description. Review it thoroughly and make necessary updates to reflect the exact tasks and requirements of the position. For instance, if a former employee struggled with certain tasks, such as taking minutes at meetings or filing travel vouchers, include these duties in the job description from the outset. This sets clear expectations and avoids future conflicts with the new hire.

For a new position, take this opportunity to design your ideal candidate profile. Draft a job description that comprehensively outlines all tasks, responsibilities, and the minimum qualifications and experience required. If specific software expertise is necessary, make that clear. The more detailed and precise you are now, the smoother the hiring process will be later.

Before you start recruiting, use your updated job description to identify the key qualities you’re looking for in your new hire. Consult with other business owners in similar fields and gather feedback from your employees. This will help you create a robust interview process, which we’ll cover later. Remember, while job descriptions outline the skills you need, they don’t automatically ensure the right fit – finding the right person requires careful recruitment efforts.

Creating an interview outline has another advantage: it helps you document why certain candidates were not selected. An interview outline serves as a personal summary of your impressions, based on notes taken before, during, and after the interview. This documentation can be invaluable if you ever face legal challenges from disgruntled candidates. Remember, avoid making notes directly on résumés, as these can be used against you in a lawsuit.

By starting with a clear job description, you set the foundation for a successful hiring process, ensuring that you attract and select the best candidates for your team.