Hiring the Best Ch 2

Defining the Job

• Importance of Job Descriptions (JDs): Good hires are crucial for managerial success. Understanding each job's needs is essential for effective hiring. A JD provides a comprehensive picture of the desired candidate. Don't rely on outdated JDs from HR or anonymous managers, create your own.
• Creating a JD as a starting point: A well-crafted JD is a foundational element in hiring; 50% of any project's success lies in planning. A manager must generate their own JD to ensure the relevant skills and values are considered, not just experience and education.
• Components of a JD: Responsibilities, experience, deliverables, transferable skills, and professional values are fundamental components for building a thorough JD.

Responsibilities, Experience, and Deliverables

• Responsibilities: Essential to define what tasks the role entails, like assigning an accountant to accounts receivable (A/R).
• Experience: Determine the number and type of years of experience necessary. Five years' experience is not sufficient without demonstrating success; a candidate's ability to generate revenue is a critical measure.
• Deliverables: What tangible outcomes are expected (e.g., A/R accountant bringing in a certain amount of receivables). Clearly defined deliverables are critical for assessing an employee’s performance.

Transferable Skills and Professional Values

• Foundational skills: Every job requires transferable skills (communication, critical thinking, multitasking, teamwork, creativity, leadership) and professional values.
• Identifying Transferable Skills: Managers should familiarize themselves with different ways these skills might be described across job postings, resumes, and hiring processes; Technical, Communication, Critical Thinking, Multitasking, Teamwork, Creativity, Leadership (and their variations in definitions). Motivation, Commitment, Determination, Confidence, Productivity, Systems, Pride, and Integrity (as Professional Values).
• Technical Skills: Crucial for job performance. Technology proficiency is essential for every role today.
• Critical Thinking/Problem Solving: All roles require problem-solving skills – anticipating and preventing problems, and formulating solutions. Reflect on the role’s problem-solving responsibilities to thoroughly define the job.
• Communication Skills: Includes verbal, listening, writing, and digital communication. Grooming, social graces, body language, and emotional intelligence also contribute to effective interactions; consider varied communication contexts (phone, in-person, meetings).
• Multitasking (Time Management): Focuses on prioritizing tasks, organizing schedules, and managing multiple projects efficiently, not simply reacting to tasks that are in immediate need. The "Plan/Do/Review" cycle is key. Understand how prioritization (A, B, C tasks) helps candidates perform effectively.
• Teamwork and Manageability: Working effectively within a team, cooperation, taking responsibility, sharing credit, and managing conflict are essential. Manageability reflects adaptability and a willingness to cooperate and follow direction regardless of the circumstances.
• Creativity: The ability to transform ideas into tangible results related to a deep understanding of the industry and the work; demands commitment to professional development, critical thinking application, efficient task management, and excellent communicaton skills.
• Leadership: A skill that involves motivating others to achieve team goals. Leaders accept responsibility for failings but celebrate team success; necessitates a combination of all relevant skills and professional values.

Professional Values

• Motivation and Energy: Look for candidates with enthusiasm, a drive to learn, and a willingness to work effectively within a team; a professional's energy is evident in their attitude and work ethic. Ensure that the candidate is enthusiastic and knowledgeable about the industry and the specific job.
• Commitment and Reliability: Look for candidates who are dedicated to their work. This reliability is evident in punctuality; their respect for the responsibility they have been given, and a commitment to professional excellence.
• Determination and Confidence: Individuals with resilience and confidence in their abilities are needed. These attributes stem from sustained involvement, a structured professional approach, and a deep understanding of the subject matter at hand.
• Productivity, Efficiency, and Profit-Orientation: Goal-oriented professionals, who value productivity and finding more efficient ways to achieve goals; they use resources effectively and are profit-conscious.
• Systems and Procedures: Employees who follow established systems and procedures and understand the importance of this for overall company productivity; they recognize and respect organizational processes.
• Pride and Integrity: Employees who take pride in their work and conduct business fairly and ethically. Detail-oriented employees that operate in the best interest of the company, irrespective of personal agendas, are an invaluable asset.

Applying Transferable Skills and Professional Values

• Prioritization: Developing a practical JD is linked to identifying factors such as responsibilities, deliverables, transferable skills, and professional values to generate the most efficient candidate and selection process; creating a prioritized list helps determine must-haves vs. nice-to-haves.
• Job Deliverables Deconstruction: Use this as a framework for prioritizing responsibilities, experience, and deliverables in hiring processes.
• Problem-solving responsibilities: Consider how each role anticipates, prevents, and solves work-related challenges.
• Behavioral Profiles of Success and Failure: Understanding ideal and problematic employee behaviors helps in interviews.
• JD Structure/Requirements: A strong JD covers responsibilities and deliverables, transferable skills/professional values, experience, and education criteria. Use simple terminology in your JD that is easy to understand, and consider feedback from various stakeholders to gain a more comprehensive view of the role.

Compensation

• Competitiveness: Salary and benefits should be competitive within the industry and the geographical area; consider incentives that reward individual and overall team success.
• Salary Range: Use relevant resources to learn local market standards.
• Incentives: Incentivize performance as often as possible; consider additional benefits for individuals that contribute positively to the team.

Performance Incentives and Benefits

• Incentive Structure: Incentives are particularly important in sales, technology, and management; ensuring that your compensation options support individual and team performance.
• Benefits: Keep benefit packages up-to-date and competitive.

Special Considerations

• Succession Planning: Consider succession planning in JDs if applicable; having a plan for a potential promotion.
• Overqualified candidates: Hiring someone with 100% of required skills may result in a demotivated employee due to a lack of challenging work. Also, a candidate with 60-80% of needed skills and appropriate motivation and opportunities for development might be a better hire.

Finalizing the Job Description

• Clear Communication: Ensure clear, simple, and understandable language in the JD for easy comprehension by recruiters and candidates.
• Employee Involvement: Allow departmental input during JD creation for buy-in and increased skill development.
• Usefulness To Recruiters: Ensure that the Job Description is a helpful and effective tool for recruiters and hiring managers.

Test your understanding of job skills, deliverables, and professional values with this quiz. Explore foundational transferable skills and the essential elements of a Job Description (JD). This assessment will help you gauge your readiness for the workplace.