It is easy to write and post a job posting based upon the requirements of the position you need filled in terms of how the duties are technically stated. However, it is absolutely vital to be sure that the position you wish to fill is as accurately depicted in your posting as possible. The duties this person will be required to fulfill can very well have been changed or augmented based upon developed needs over time and/or the ways in which the person that is to be replaced has gone above and beyond their technical duties in ways that have actually added to the fundamental duties of the position. Keep reading to learn why it is so important to include those “in the know” when putting together a job posting.
Enjoy!
How to Gain Clarity before Interviewing
A successful interview process begins long before you schedule the first interview with a candidate. For an interview to help you determine whether the candidate is a good fit for the organization and position, one must determine what they are truly seeking. The hiring manager needs to have a clear idea as to what skills are required to fill the gap within the team. Without this clarity, it is impossible to determine if a candidate will fulfill the needs of the organization.
The goal of the interview process is to match people up with the right position. This is nearly impossible when you do not know what that position looks like. Many organizations simply post a vacancy based upon the person who recently left that position.
In many cases, the duties that person fulfilled has changed throughout their tenure and
no longer completely reflects the job description in its entirety.
Prior to posting the position and reviewing resumes, take a look at the existing job description and duties. Compare this to the actual needs of the team and organization. It is best to include key team members in this process. While the hiring manager may have an idea of the day-to-day functions of their team, it is those who perform the work that will have important insight on the needs of that position that are above and beyond the technically stated requirements.
From there, create an updated description to accurately represent the traits that you are seeking in the new hire. Picture your ideal new hire, not only from the perspective of education and learned skills, but also in terms of soft skills such as the ability to work independently or to follow through on tight deadlines.
Once you have determined the true needs of the position and have created an accurate description for your next new hire, you can begin the process of posting the position and reviewing resumes. Skipping this crucial step in the process will make interviewing candidates a challenge and may result in hiring someone that is not the best fit for the opportunity or organization.
Have you lost a great candidate recently to a counter-offer?
Maybe you lost them to a competing offer? The competition for exceptional talent is at a fever pitch right now. If your interview funnel has been less than satisfactory and your pool of qualified talent is drying up I invite you to a complimentary consultation on how to attract great talent on a consistent basis AND how to procure them so you don’t lose them to competing offers. Reply to this email to schedule. I promise that in our call together you will leave with 2 or 3 ideas that will greatly impact your ability to find, attract, and procure the top 10-15% of the candidate pool on a consistent basis.
Vincent Scaramuzzo is the President of Ed-Exec, Inc. A leading Education Search Firm. He is also a contributing author to various education publications regarding Academic Search. As a specialist in the education field for over a decade, Scaramuzzo works nationally. He can be contacted at vincent@ed-exec.com 860-781-7641.
*Not all articles are original works of Vincent Scaramuzzo or Ed-Exec, Inc.*