The start of a new year often brings about several changes; whether it be people moving on, internal promotions or restructuring of the current workforce.
A clear recruitment process is vital for the success and growth of any business.
Identifying available positions
In the current work climate, employee’s roles are constantly evolving with technology developments and workforce changes. So, it is important position descriptions are continually updated or reviewed at least annually to ensure they have clear and current expectations and guidelines.
This is particularly relevant when a position becomes vacant. Your new employee needs to have the necessary skills and experience to perform well in the role as it stands currently; not necessarily what the role needed when it was last vacant (whether that was ten, five or two years ago).
If it becomes clear a new position needs to be created; start by identifying the position requirements including qualifications, characteristics, skills, and experience a new employee will need to be successful in the role. These will form the basis of the position description.
How successful your employee is in their role is dependent to a large degree on how well they understand their position responsibilities and the associated specific tasks.
Generating a well-crafted position description
A well-written position description is one of the best investments you can make for your organisation because it can be used in so many ways, including position evaluation, performance appraisals, reorganisation, training, development and career planning.
Well-crafted position descriptions will:
• reflect the vision, mission, and core values of your business
• outline the business’s expectations of the role
• detail the competencies required to deliver on those expectations and
• provide clear guidance for the employee on their responsibilities.
When recruiting, a position description puts everyone involved in the process on the same footing by describing, in practical terms, the key responsibilities of the position, reporting relationships and work environment.
Clarity on these matters assists in assessing whether a prospective employee has the necessary skills, traits, and experience to perform well in the role. It is also a performance management tool that assists you when measuring your employee's performance against the stated position requirements.
Keep an eye out for next weeks blog, where we’ll be looking at posting and promoting positions, internal application etiquette as well as applicant screening.
If you have any further questions on recruiting or need support with your people and culture, then get in contact with Akyra for an obligation free conversation.
Become an employer of choice, with the help from Akyra.
- 3 reasons for a stand-down
- 4 negative perceptions of the annual Performance Review
- 2 salesman + commission-only salaries = 1 hefty fine
- 4 HR audits to improve business
- Employee personal information – when is it your business to know?