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"I never criticize a
player until they are first convinced of my unconditional
confidence in their abilities."
John Robinson
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"If what you're
working for really
matters, you'll give
it all you've got"
Nido Qubein |
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Job Description
When job descriptions are created by someone
outside the area doing the hiring, that person may have
limited knowledge of the hiring criteria. All the writer of
the job description has done is poll the individuals
involved in the hiring decision for job requirements,
ending up with a wish list a mile long. All of that
terminology gets put into the description, hoping
that someone will turn up who meets all the requirements.
Often companies say they want someone who is
a total expert in a particular area thus making the hiring
requirements unrealistic. The person writing the job
requirement must make a distinction if he/she wants to hire
someone to manage the technology
or manage the people who take care of the technology.
When a remarkable person fails to surface, a
more focused job description may be generated, often after
weeks or months of unsuccessful searching. It is, therefore,
CRITICAL that special attention is paid to how
the Job Description is developed.
Rules
of thumb:
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If the new position is to replace a person
that had resigned, then evaluate all those skills that the
person has brought to the table and what you will miss the
most once that person is gone. Traditionally those are
“soft skills” or skills relating to interpersonal
interactions with subordinates, peers and management. |
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If the new person is to replace a person
recently terminated, then evaluate all the reasons for the
termination and ask for missing skills. |
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Distinguish between a WISH list and
a MUST have list of technologies. ONLY include
those technologies the person will use in the first 6
months. Most professionals will acquire additional skills
as they remain in your employ. |
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Develop a list of interchangeable skills.
Not everyone knows everything you use in-house yet there
are many similar technologies. |
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Define responsibilities that clearly
articulate your expectations. |
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Whenever possible, define upward mobility
anticipated for that position. |
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Above anything else, “What is the person
expected to do” and not what you hope for them to
aspire to. |
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Degrees are NOT everything. People
with extensive experience and professional curiosity
CAN DO an excellent job for you. |
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DO NOT reject
people purely on the contents of their resume. You are
hiring competent professionals NOT professional
resume writers. Always ask questions. |
Specific topics to cover:
| Title |
| Location |
| Overtime |
| Compensation (always
use a range) |
| Bonus Structure |
| Relocation |
| Number of open
positions |
| Start Date |
| Relocation Allowance |
| Reporting Structure |
| Immigration Status,
i.e. will the company sponsor for H-1 Visas |
| Drug Testing |
| Background Screening |
| Listing of skills |
| Detailed description
of responsibilities |
| List of any
professional certifications and/or Education |
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"People prefer to
follow those who help them, not those who intimidate
them."
C. Gene Wilkes
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