A Comprehensive Guide from a Former Executive Recruiter
We have been fielding a lot of questions on how to hire lately and as a result, we have decided to do a blog series inspired by our founder, Catherine R Bell’s previous experience as an executive recruiter, where she helped to hire thousands of executives.
In this series, we will address:
We will also provide a blog on candidate integration using the Enneagram.
People are hired for technical skills and fired for personality.
We believe that cultural fit is the most important criteria for hiring!
Did you know that we can help create an Enneagram Team Map – showcasing how your employees show up in your business, and how you can meet them in a way that positively impacts your business? Check out our Enneagram services here:
A well-crafted job description serves as a powerful tool in attracting top talent to your organization.
It is not just a list of duties and responsibilities; it’s a strategic document that can significantly impact the quality and diversity of candidates you attract.
In this blog post, we will explore the key elements of a great job description, covering the company summary, candidate success factors, personal characteristics, experience, education, and attractions.
Begin your job description with a brief yet impactful company summary.
This should provide an overview of your organization, its vision, missions, values, and workplace culture.
Highlight key achievements and unique aspects that make your company an attractive place to work.
Please do not hesitate to include videos in your company summaries.
Your job description should also highlight what makes your company an attractive place to work.
Mention benefits, growth opportunities, company culture, and any unique perks.
Clearly outline the key success factors that will make a candidate thrive in the role.
Identify the critical deliverables necessary for success.
Be specific and realistic to attract candidates who truly align with your expectations.
Candidates should know how they will be measured at the outset for the job.
Clearly outline the required professional experience for the role.
Specify the number of years, relevant industries, and any specific achievements or projects that would set a candidate apart.
Specify the educational background required for the role.
Be clear about the minimum qualifications and any preferred degrees or certifications.
In addition to professional skills, highlight the personal characteristics that contribute to success within your organization.
Consider qualities such as adaptability, leadership, teamwork, growth mindset and cultural fit.
A well-crafted job description is a vital tool in the talent acquisition process.
By incorporating these elements, you not only attract qualified candidates but also set the stage for a positive and productive employer-employee relationship.
Take the time to carefully articulate your expectations and company values, and you’ll find a good candidate to contribute to your organization’s success.
We must also know how much we are willing to pay the person.
Blog written by Catherine Bell of The Awakened Company.