Recruitment checklist [1]

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Short and sweet; a few timely reminders about the Job Description document.

• The Job description is still the most important document required during the hiring process. However – instead of asking “What duties, task and responsibilities are involved in this job?” Focus on “What COMPETENCIES are required to succeed in the job”

• A competency based job description will give you greater flexibility when assigning work tasks

• Include a job title, position relevance, major responsibilities, critical [essential] criteria and preferred [desired] criteria.

• Identify critical competencies by conducting a competency analysis, a process by which you determine the knowledge, skills, abilities, motivations, and other requirements necessary to perform a job successfully

Sections to include:

• • Knowledge – specific knowledge that must be possessed to effectively perform the job [not knowledge that can be learned in post]
  • Skills – performance and levels in both technical and non-technical abilities. Technical skills – welding, accounting, technical drawing; non-technical abilities are interpersonal communication skills, decision making, leadership
  • Motivations – characteristics that motivate the job holder to perform well and succeed. EG: interacting with different types of people, working on commission for sales persons.
  • Other requirements – accreditations, certifications and professional qualifications if not already mentioned above.

A competency based Job Descriptions are important

This document helps the organisation manage and develop its people and roles in numerous ways, including:

• Clarifies employee expectations
• Provides a measure for job performance
• Gives clear job description for potential candidates
• Provides structure and discipline for the organisation’s overall job activities, duties and responsibilities
• Offers an essential reference tool for employer/employee discussions
• Enables pay and grading systems to be equitable
• Provides reference for training and development areas
• Essential reference tool for disciplinary issues
• Objective point of reference for appraisal, performance review and career management

If you need any help developing a competency framework, contact me

Lynn

http://assessment4potential.tel/

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About Lynn Tulip
Lynn Tulip is a career management and HR professional running her own HR consultancy. Her passion is working with individuals, helping them rekindle their work passion. Read the newly published Get That Job, the art of successful job hunting.. Apart from loving food and fitness, she enjoys her ever growing family. Find her online or follow her @LynnTulip and @A4P_HR
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