All-4-HR Blog Spot: Crusader Recruiting is Required!

Recruiting is probably the most challenging part of HR, especially for small businesses. It is evident recruiting is not what it used to be. You know what I am talking about when you hired your second cousin’s son, who could never find a job; or when you hired an administrative assistant who was “trainable” buy had no typing skills or experience but a Wonderful personality or so you thought…

We’ve all have had our share of nightmares! Recruiting is a process that begins before the first candidate responds. Recruiting is a process that requires preparation before the ad is placed. The recruiting process requires proper classification of job descriptions. The way employees handle the hiring process can mean the difference between happy employees and disgruntled employees, productive employees and unproductive employees, compliance with government regulations versus non-compliance and being the victim of a civil suit versus staying out of the courtroom. IT IS THAT SIMPLE!

Creating job descriptions (and keeping them updated) can be a time-consuming process. The value, however, they provide throughout the employment relationship, from creating advertisements to handling discipline for failing to meet expectations, makes them well worth the effort. Job descriptions also help classify employees exempt or non-exempt and assist with comparing compensation offered to ensure that it is competitive.

Properly written job descriptions help:

In recruiting, as the job duties and responsibilities in the job description can serve as a basis for writing targeted job advertisements.
Hiring the right applicant, since interviewers using the job description will be able to obtain more useful, specific information from applicants.
Clarify the position, providing a clear idea of the responsibilities of the position and who the position reports to.
During performance appraisals, so that employees know what is expected of people in that position.
Comply with American with Disabilities Act (ADA) requirements, in that the job description can be evidence.

Even though the format for job descriptions varies from company to company, there are common elements that should be part of most job descriptions:

Job title, name, or code number as applicable;
Department or area in which the job is located;
Te hours and/or shifts that the employee is expected to work;
The supervisor the position will report to;
Relationships to other jobs and he purpose of contact with outside agencies and personnel;
Principle duties (i.e., essential functions of the job – the reason the job exists);
The quality and quantity of work expected from an individual holding the position;
Special working conditions such as overtime or as-needed work;
Knowledge, skills and experience;
Educational requirements, if any;
Certification or licensing required, and whether the certification or licensing can be earned while employed;
Physical requirements and how often they are performed (for example, must lift 35 pound boxes for two to three hours per day, three days a week);
Equipment familiarity required (e.g. computer, server maintenance, PDA); and
A statement that when duties and responsibilities change and develop the job description will be reviewed and subject to changes of business necessity.