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Sourcing and Recruiting: Creating the Description

Define the position requirements.


This critical first step is where the hiring manager and team will validate the need to replace or create a position. Investing the time to perform a methodical assessment will align stakeholders, shorten the selection process and increase your chances to successfully fill the vacancy.


Job requirements are “must haves” that an employer is looking for in a candidate for a certain job position. They are a great opportunity to showcase your Employer Brand and company culture and attract the best candidates! Job requirements are a crucial part of both job descriptions and job postings (job ads). Job requirements are also be known as selection criteria, prerequisites, or qualifications. They are equally important for both employers and job seekers.


Common tools used by HR practitioners to enable defining job requirements include a Job Analysis and a Job Evaluation.


Job analysis is a process of gathering relevant information about various aspects of a job and identifying tasks required to be performed as part of it. It approaches systematically defining the role, context, conditions, human behavior, performance standards, and responsibilities of a job. It helps in establishing the job’s worth to an organization. In other words, it measures the value and contribution of a job to the growth of the organization. It establishes job-relatedness, which is crucial for HR decisions involving recruitment, selection, compensations, training, health, and safety.


Job evaluation is a process of determining the relative worth of a job. It is a process which is helpful for framing compensation plans by HR. Job evaluation is advantageous to the company in many ways. It surfaces inequalities in salary structure. The main objective of job evaluation is to have external and internal consistency in salary structure so that inequalities in salaries are reduced. In many organizations, the division of labour results in many specialized roles. Defining a job or job group with fixed salaries in a uniform salary structure will promote harmonious relationships between employees and managers so that salaries controversies can be minimized.


Job Title: Job titles are used to describe a person’s role and level within a company. In some cases, it may be helpful for the hiring team to define the position key accountabilities and then assign a title that suits the organization culture and structure. Posting positions with the wrong job titles can slow down hiring and cause you to accumulate piles of useless resumes and wasted time on interviews. An appropriate title will act to attract external candidates and convey internal equity to peers and managers.


Span of Control: Span of Control can be defined as the total number of direct subordinates that a manager can control or manage. The number of subordinates managed by a manager varies depending on the complexity of the work. For example, a manager can manage 6-8 subordinates when the nature of work is complex and still allocate time to strategize and monitor work execution. The number can go up to 15-20 subordinates for repetitive or fixed work.


Compensation Range: The salary range structure (or salary structure) is a hierarchal group of jobs and salary ranges within an organization used to assign compensation to individual jobs. The compensation ratio is one of the most common metrics for looking at the placement of an individual’s salary within a range. Simply stated, the compa-ratio compares an individual employee’s salary to the midpoint of a given salary range. As a general rule of thumb, a compa-ratio indicator that is 100% represents the prevailing market rate to hire an experienced candidate meeting all qualifications; between 80% and 100% for a junior candidate; and up to 120% for a senior level candidate.

Actual Salary

x 100 = Compa-ratio (percentage)

Mid-point of salary range


Job Summary: A brief, general statement of the more important functions and responsibilities of a job. It provides an overview of the company and the expectations that comes with the job which may include key responsibilities, functions, and duties, education and experience requirements and other important information.


Key Position Accountabilities: These are the 3-5 critical goals and key successes the job is held accountable to produce for the business or organization. Key Accountabilities define the reasons why the position is necessary in the first place.


Qualifications: In most cases, the ideal candidate will have at least some exposure and experience in the areas that the job requires. Sometimes it is difficult to find individuals with just the right experience, especially if your industry is specialized or relatively new. When creating experience requirements for a position, you can mandate specific experience, but that may make it more difficult to find anyone to fill a position. You may want, instead, to consider making the experience requirement broader or exchange job experience for educational requirements.


Travel Requirements: Usually expressed in a percentage of work time, this element is typically included in the job requirement and the job description and advertisement. You do not want candidates to be caught by surprise upon the first interview!


Location: The requirements that define where the job is to be performed. This may include at the home office, remotely, or in a hybrid work schedule model that combines a remote “work-from-anywhere” and in-person work week schedule.


#sourcing #recruiting #talentmanagement #talentassessment #jobanalysis #jobevaluation

References:


What are Job Requirements? (2021). TalentLyft. https://www.talentlyft.com/en/resources/what-is-job-requirements

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