recruiting beyond the job description presented by: heather kinzie, sphr, gphr @leadingsolution
TRANSCRIPT
Recruiting Beyond theJob Description
Presented by:Heather Kinzie, SPHR, GPHR
@leadingsolution
Session Agenda• Purpose of Job Description
• Problem with Job Descriptions
• Looking beyond the documents
• Five-step Job Analysis
• Putting it all together
Misalignment…the Journey
Good intentions
Misa
lignm
ent
Job DissatisfactionLow
Productivity
Low Morale
TurnoverIncreased Recruitment Effort
Job Descriptions: they should…
• Define purpose of job
• Identify essential functions
• Support FLSA exemptions
• Identify relevant qualifications and competencies needed to
perform at proficient level
• Communicate working conditions
Job Descriptions: they are…• Outdated or non-existent
• Written for “perfect” or “hypothetical” world
• Too broad, too specific, filled with “trend” words or “jargon” or filled with irrelevant information
• Not written by someone doing the work or written only by someone doing the work
Job Descriptions and Recruitment
• We use the job title…and that’s about it.
• We use the title and minimum qualifications…and that’s about it.
• We use the title, essential functions and minimum qualifications…and that’s enough!
• What job descriptions?
• We supplement our descriptions with a thorough job analysis.
Reality Check
If you are only using Job Description as written,
• Recruitment may be skewed
• Screening may be flawed
• Selected candidate may not be a good fit
• Recruitment time may be wasted
Beyond the Job Description• Realistic, relevant and specific Job Descriptions
• Thorough understanding of success
• Thorough understanding of barriers
• Identification of technical and behavioral competencies
• Vision, Mission and Cultural awareness
Job Analysis: Step One
1) Why does the job exist?
Prepare a list of key* responsibilities.
* If the work doesn’t get done, the sky will fall!
Job Analysis: Step Two
2) Define Success
What does it look like, sound like, etc.?
Job Analysis: Step Three
3) Define Barriers
What are some typical “hurdles” that must be overcome in order to get to success?
Job Analysis: Step Four
4) Identify competencies
What technical and behavioral competencies must the employee have in order to jump the hurdles and get to success?
Job Analysis: Step Five
5) Address Vision, Mission and Culture
Where is your organization headed?How is it planning to get there?What is the work culture like?
Now, identify employee characteristics that would be in alignment.
Putting the Puzzle Together
Key Duties
Barriers
Success
Competencies
Vision, Mission and Culture
Challenge the Status Quo• Engage with the Hiring Manager and/or Team
• Go learn the “reality” of the situation
• Energize your recruitment effort – get creative!
• Make your reality closer to “perfect”
Heather Kinzie, SPHR, GPHR• Strategic Management• Workforce Planning• Employee and Labor Relations• Human Resources Development• Process Improvement (LEAN)• Facilitation, Mediation and Team
Building• Public Speaking 907.334.5828
www.blog.aleadingsolution.comLinkedIn or Twitter @leadingsolution