How to prepare your job opening
Specify the following elements:
- Employer – Company name, company profile, industry, products/services;
- Position – Job title, department, key responsibilities, reporting to;
- Environment – Work location(s), work schedule, travel availability;
- Ideal candidate – Work experience, professional skills, personal skills, language skills, education, qualifications.
Follow the below recommendations:
- DO accurately define the job, not the person – Start by focusing on the key requirements and avoid issues that are irrelevant or discriminatory. Use the same criteria for hiring as you do for promotion.
- DON’T exaggerate the length of experience – The vacancy should state the minimum experience consistent with the required competencies. Often the best performers can achieve the same results with less overall experience.
- DON’T overstate the expertise – State only the minimum requirements consistent with performing the job. Hiring of an over-qualified employee may be an even worse than of an under-qualified one.
- DON’T overlook the team skills – Make sure you consider all of the people the person will work with, including their titles and roles. An inability to work in your culture can be destructive.
- DO double-check the position’s responsibilities against the profile of the ideal candidate – Just because someone possesses the required skills and experiences doesn’t mean the person can deliver the results. Make sure that you don’t inadvertently exclude high-potential candidates.