A good job description should first include an overview of the company and what makes it a good place to work for. This could include details on the company’s core values, company culture, and the skills that current employees possess that thrive in the company’s environment. This type of information can help weed out candidates who may not be a good cultural fit in the organization or not align with the values of the company.
This is often a piece that is overlooked during the hiring process but hiring someone who meshes well with the company culture is just as important as hiring someone with the right skill set for the role.
From there, the job description should also include the role’s responsibilities and even goals for this particular position as well as the level of skills and experience required. In cases with some jobs, it may even be beneficial to list preferred skills and experience in addition to required skills and experience.
This can help you cast a wider net and get additional candidates that meet your requirements but also have skills that would be the icing on the cake for that job. Crafting a thorough job description is critical to ensuring you are getting the right candidates in the door for an interview and are appealing to people who not only have the skill set but also the right personality for your organization.
Craft an Interview For The Job and Business
If you are hiring for jobs that have different roles and responsibilities in your company how can you expect an interview process that isn’t catered to each role to be sufficient? Preparing structured interviews that are personalized for each job role is your best bet at hiring the right fit the first time. Now a personalized interview for one role doesn’t have to be wildly different from job posting to job posting, but there are key elements you should consider when structuring your interview process.
First, for each job you are interviewing for, you should have a series of static criteria you are looking at in each candidate you interview for the role. This will allow you to compare candidates during your process to determine who rises to the top. It can be as simple as listing out the main areas you want to cover in your interview, such as how well do they meet the job requirements and how are the candidate’s problem-solving skills, and then developing a basic rating system such as, poor, below average, average, above average and excellent. From there, you’ll want to craft interview questions that will provide insight and ultimately allow you to rate the areas you have established. This is far more effective than simply reviewing the candidate’s resume with them and asking questions at random hoping to uncover the information you need.
From there, you should consider if you want to include testing (if applicable) as part of your interview process. If there are certain skills you are looking for in a role, and those skills can be tested ahead of time, it can give you peace of mind that what the candidate is saying on their resume is true and they are up to snuff with your expectations. For example, if you have an accounting position open and one of the top skills you require is expertise in Microsoft Excel, having an Excel test as part of the interview process can really help you find a candidate that is at the level you need. Many HR softwares have specialized skills tests for job candidates that will be sufficient, and if a specific test doesn’t exist, you can always develop something basic for the role as well.
