Adapting Position Descriptions to Today's Recruitment Strategies
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Adapting Position Descriptions to Today's Recruitment Strategies

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Recruitment is no longer a passive activity and active job seekers as well as passive candidates need to be attracted to new roles. While there are many challenges associated with recruitment in this ...

Recruitment is no longer a passive activity and active job seekers as well as passive candidates need to be attracted to new roles. While there are many challenges associated with recruitment in this competitive talent environment, developing compelling position descriptions are the first step in refining processes for the continuous recruitment of talented professionals.

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    Adapting Position Descriptions to Today's Recruitment Strategies Adapting Position Descriptions to Today's Recruitment Strategies Document Transcript

    • Adapting  Position  Descriptions  to  Today’s  Recruitment  Strategiest  is  a  basic  fact  that  the  continuous  recruitment  of    talented  professionals  is  necessary  for  sustained  success  and  competitive  advantage.    As  such,  it  is  one  of  the  biggest  challenges  facing  organizations  today.    This  responsibility  is  one  of  the  many  that  fall  upon  the  shoulders  of  human  resources  executives  and  hiring  managers.    In  this  competitive  and  quickly  changing  talent  environment,  these  individuals  are  expected  to  be  more  strategic  and  proactive  in  their  roles,  making  recruitment  processes  as  progressive  as  possible.    While  many  initiatives  have  been  supported  by  the  Internet  and  technology,  position  descriptions  remain  as  one  aspect  of  recruitment  that  has  not  adapted  to  today’s  strategies.      Developing  a  strong  position  description  [PD]  is  the  most  fundamental  element  of  any  recruitment  process,  from  which  all  else  follows  including  candidate  identification,  assessment,  recruitment,  and  selection;  and  it  extends  to  when  a  selected  candidate  comes  on  board.    The  bottom  line  is  that,  if  a  PD  is  not  written  accurately  and  effectively,  the  entire  recruitment  process  will  be  unsuccessful.Recruitment  is  no  longer  a  passive  activity  and  active  job  seekers  and  passive  candidates  are  technologically  savvy  individuals  who  need  to  be  attracted  to  new  roles.    Therefore,  a  traditional  PD  that  simply  outlines  a  role’s  responsibilities,    minimum  qualifications,  and  general  skill  sets  no  longer  fits  the  bill.    While  it  is  understood  that  a  PD  needs  to  function  appropriately  within  an  organization’s  structure,  its  first  intention  is  to  attract  qualified  candidates.    Therefore,  much  consideration  needs  to  go  into  understanding  a  role’s  purpose  and  objectives,  before  you  can  begin  to  present  those  through  a  PD.On  the  following  pages,  we  discuss  the  four  essential  elements  of  a  PD,  along  with  a  checklist  and  tips  for  developing  and  leveraging  recruitment  ads.While  there  are  many  challenges  associated  with  recruitment  in  this  economic  climate,  developing  compelling  PDs  are  the  first  step  in  refining  processes  for  long-­‐term  success  in  hiring  highly  qualified  professionals.IPosition descriptionsthat simply outlineduties andresponsibilities,minimum qualifications,and general skill sets donot support today’sstrategic and proactiverecruitment strategies.
    • Spring 2013 NavigatorAdapting Position Descriptions to Today’s Recruitment Strategies !If  you  want  to  attract  high  performing  candidates,  start  by  defining  the  role’s  challenges  and  success  factors.    After  all,  you  aren’t  looking  to  attract  individuals  who  are  only  interested  in  fulfilling  the  position’s  responsibilities.    Before  even  developing  a  PD,  create  a  list  of  the  role’s  short-­‐  and  long-­‐term  objectives  by  considering  what  the  selected  candidate  would  need  to  achieve  to  be  considered  successful  and  valuable.    Write  the  PD  based  on  those.    The role’s short- + long-termobjectivesCandidates  who  truly  care  about  their  careers  and  professional  development  want  to  know  how  a  role  fits  into  an  organization’s  structure.    They  want  to  play  a  part  in  a  company’s  success.    By  showing  candidates    where  they  would  fit  in  to  the  ‘big  picture’,  you  illustrate  the  real  purpose  and  significance  of  the  role.      The role’s function withinyour organizational structureExperienced  professionals  know  the  impact  that  an  organization’s  culture  and  work  environment  can  have  upon  their  engagement,  productivity  and  success.    Therefore,  they  want  to  understand  a  company’s  culture  before  they  explore  a  role.    They  want  to  know  what  it  is  like  to  work  at  an  organization,  consider  if  they  feel  like  they  belong  there,  and  if  they  will  have  an  opportunity  to  work  with  employees  who  have  similar  views  and  work  ethics.      Description of yourorganization’s cultureand missionBy  outlining  the  minimum  qualifications  and  preferred  qualifications  of  a  role,  you  expand  your  talent  pool  in  two  ways.    One,  you  capture  the  attention  of  candidates  who  may  currently  only  have  the  minimum  qualifications  but  who  have  the  potential  to  grow  into  the  position  and  expand  their  capabilities.    Two,  you  capture  the  attention  of  those  candidates  who  have  the  preferred  qualifications  who  can  add  immediate  value.    Minimum qualificationsand preferred qualificationslisted separatelyTo attract today’s candidates, there are fouressential elements of a position description
    • Spring 2013 NavigatorAdapting Position Descriptions to Today’s Recruitment StrategiesChecklist for recruitment ads✓ Advertised where the candidates are.Consider  the  web  sites  and  publications  that  attract  readers  who  may  be  qualified  candidates  such  as  industry  news  periodicals,  associations,  and  other  organizations  that  specialize  in  your  sector  or  in  the  function  of  the  role.    At  the  same  time,  keep  in  mind  that  you  never  really  know  where  your  next  employee  will  come  from.    Therefore,  take  advantage  of  the  power  of  social  media  and  be  sure  to  post  your  ad  on  Facebook,  Google+,  Twitter,  and  other  popular  sites.✓ Reads as concise as possible with an appealingand descriptive ad title.Your  ad’s  title  should  be  informative  and  attention  grabbing.    Just  as  candidates  only  have  a  few  seconds  for  their  resumes  to  attract  your  attention,  you  only  have  a  few  seconds  to  get  theirs.    A  recruitment  ad  should  be  written  succinctly.    Use  bullets  to  break  up  content  and  action  verbs  to  make  it  read  more  interesting.✓ Offers transparency about the role’sobjectives and its impact upon yourorganization.By  outlining  the  role’s  objectives  and  its  function,  you  can  entice  high  performers  and  show  them  how  the  opportunity  would  allow  them  to  directly  impact  the  organization.✓ Outlines ‘minimum qualifications’ and ‘preferred qualifications’ separately.As  previously  mentioned,  expand  your  talent  pool  by  appealing  to  candidates  who  have  the  minimum  qualifications  for  the  role  as  well  as  those  who  have  the  preferred  qualifications.Did you know thatTuesday and Wednesdayevenings are the mostpopular times for peopleto search employmentads?Try posting andtweeting your adsduring those times formaximum exposure.✓ Leaves out general skill sets.How  many  times  have  you  seen  ‘excellent  communication  skills’  or  ‘excellent  organizational  skills’  and  other  general  statements  in  recruitment  ads?    Let’s  face  it  -­‐  most  every  job  requires  these.    Instead,  include  the  specific  abilities  needed  to  perform  in  the  position.    This  will  attract  candidates  who  have  those  specialized  skills,  which  is  really  what  you  want  to  accomplish.✓ Shows the ‘personality’ of your organization.High  performers  want  to  be  part  of  organizations  that  are  dynamic  and  innovative  and  sometimes  it  is  merely  the  ‘feel’  of  a  recruitment  ad  that  attracts  a  candidate’s  attention  and  interest.    Adding  something  about  your  team,  culture,  and  work  environment  and  emphasizing  these  aspects  can  make  your  ad  stand  out  from  the  rest.    In  doing  so,  you  will  expand  your  talent  pool  to  a  larger  group  of  candidates  who  may  fit  with  your  company,  now  or  in  the  future.  
    • Spring 2013 NavigatorAdapting Position Descriptions to Today’s Recruitment Strategies✓ Includes a call to action.While  this  may  seem  common  sense,  some  ads  leave  out  how  an  organization  prefers  candidates  to  apply.    In  today’s  recruitment  realm,  this  is  important  because  there  are  so  many  ways  that  candidates  can  respond  to  openings.    There  is  a  high  probability  that  you  will  be  inundated  with  resumes  so  make  sure  that  candidates  know  which  manner  you  prefer  to  receive  their  information.✓ Accurately and honestly depicts your organization.While  you  want  to  make  your  recruitment  ad  interesting,  do  not  make  any  misrepresentations  about  your  organization.    If  you  present  a  false  persona  and  expectations  for  candidates,  they  will  not  be  happy  working  for  you.    You  want  to  present  a  realistic  image  so  that  you  attract  people  who  will  enjoy  working  for  your  organization.    ✓ Leverages technology.Take  advantage  of  the  Internet’s  inherent  functions  and  advantages:    Use  as  many  keywords  as  possible  within  your  recruitment  ad  so  that  it  can  be  found  easily  by  candidates.    This  is  especially  useful  with  specific  experiences,  skills,  and  certifications  that  are  needed  for  the  position.Google  Analytics  are  free  and,  if  you’re  savvy  enough  to  know  how  to  find  the  information,  they  can  help  you  track  your  ads  and  show  you  how  many  people  visited  your  ad  on  various  web  sites.    If  you  are  posting  ads  on  flyers,  brochures  or  other  print  marketing  and  recruitment  materials,  add  a  QR  code  so  that  people  can  download  it  on  their  smart  phones.    If  they  don’t  have  time  to  read  it  at  that  moment,  they  can  visit  it  later  or  send  it  to  a  friend  who  may  be  interested.    Sources:    ChiefExecutive.net,  Impact  Hiring  SolutionsAuthor:    Sami  L.  Barry,  Strategic  Business  DevelopmentRelated  Articles:    How  To  Hire  For  Attitude  &  Cultural  Fit,  Organizational  Culture:    A  Fundamental  Business  Strategy  To  subscribe  to  Helbling’s  quarterly  e-­‐Newsletter  and  Current  Search  Alerts,  visit  our  home  page  at  www.helblingsearch.com.Social  Media:Blog:    blog.helblingsearch.comTwitter:    @helblingsearchRESPONSIVEMotivation  and  urgency  to  fulfill  your  needsRESOURCEFULExtensive  network  of  contacts  in  your  industryRELIABLEComprehensive  and  accurate  market  intelligenceRESULTSPerformance  that  exceeds  your  expectationsH E L B L I N G & A S S O C I A T E S , I N C . R E T A I N E D E X E C U T I V E S E A R C Hwww.helblingsearch.com 724.935.7500PittsburghRELATIONSHIPSConsulting  based  upon  trust  and  commitment