JOB DESCRIPTIONS AND ADS
Save time and get the right person for the job.
WRITE A JOB DESCRIPTION
Writing a job description helps define the duties the new staff member will be responsible for, the previous experience and skills they will need and what level of authority they will hold. You can also use the simple job description to write a job advertisement. If you follow the points below, and use the free templates, you are well on your way to hiring an employee to fit your business needs.
01. Create the job title
Include who the person reports to, and what section of the business the job fits in.
02. Write a summary of the job
Include what the job entails and list the key responsibilities of the job - normally around eight.
03. Check employment type
Identify how the person will be hired e.g. full-time, part-time, and casual.
04. Identify the selection criteria
Include what qualifications, skills and work experience the successful candidate needs to have (or state none are necessary if you're wanting to train people on the job).
05. Know your competitors
Find out who else is hiring and what they are offering. This includes locations, hours, and career development opportunities.
06. Know your industry
Check what the average age and turnover rates are for your industry/job type (and what sort of job conditions will interest your average worker).
07. Stand out from the crowd
Talk to your best existing employees about what attracted them to the job (and what could make it better).
TARGET THE RIGHT PEOPLE
Job advertisements should strongly attract applicants with clear statements about:
01. Benefits of the position.
02. Prospects of the organisation.
03. Opportunities offered for successful candidates.
04. Access to additional information or further enquiries.
Confidently employ staff for the first time.
BEFORE RECRUITING STAFF
To determine if you have gaps in your business and how staff can fill them, you will need to:
01. look at your current business needs and and look at your business goals so you know what level of staff support you will need.
03. list the tasks that you will need your new staff member to perform. Be clear on what skills they will need and what competencies they should have.
Job ad 2nd Page
DEAL WITH COMPLIANCE
To make sure that you are legally compliant with your obligations as an employer you will need to:
01. Determine the employment type such as casual or full time
02. Determine the correct rate of pay for your new employee
03. List the tasks that you will need your new staff member to perform. Be clear on what skills they will need and what competencies they should have
THE RECRUITMENT PROCESS
This is the actual recruitment process and will help you find a person that fits your business.
01. Define your value proposition - what would employees get from working for you?
02. Develop your position description - including background about your business.
03. Identify your target audience - making sure you look in the right places will minimize your effort and ensure a better result.
04. Write your job advertisement and make sure you put it in the right places.
MAIN EMPLOYMENT TYPES
Each type of employee varies so it's important to think carefully about which type of worker will work best for you.
01. Permanent or fixed-term employees
02. Casual employees
03. Apprentices or trainees (employees)
04. Employment agency staff (also called labour hire)
05. Contractors and sub-contractors (hired staff).
LOOK AT YOUR CURRENT STAFFING SITUATION
Good HR records should help you gather this information but if you do not have this information at hand then you can conduct staff surveys or have conversations with your staff. Questions you should ask are:
- • What are your employees characteristics (age, salary, who do they report to etc.)
- • What skills do you have in your business?
- • What is the rate of workforce growth or decline? Over time?
- • what is your staff turnover rate?
- • what is your workers' satisfaction?
HIRING NEW STAFF
Make sure you think about the design of your organization structure. Inefficiencies can be commonly tracked back to poor organizational design, effective organizational design creates an environment where people can work and communicate efficiently.
If you couldn't find someone to fill the job would it hurt your business significantly? Does an employee already possess the skills but isn't using them in their role?
This doesn't just mean wages, you'll also need to think about turnover, loss of training, inexperience and long term vacancies if there is a high turnover of staff due to badly thought-out jobs.
Will this change in three to five years and if so, how are you planning for it? Will the role be full-time, part-time or casual? Having flexible working arrangements, such as part-time hours, working from home or job-sharing options may open up your job to more applicants have you considered a broader range of potential employees such as older/younger workers or working parents.