Note - this is the second article in a series of 12 provided by Rikka Brandon. Read the next article "Your Job Ad is the Key to Attracting Top Talent - Here's How to Do it Right" first published in the January 2024 issue of Material Matters.

The hiring process requires deliberate clarity and precision. A well-crafted job description plays a pivotal role in aligning your business needs with the skills and experience of potential hires.

Step 1: Determine the Business Needs

The creation of an effective job description begins by identifying the specific need the new hire will fill. Consider the actual needs of the business while determining hiring options. Will your business benefit more from a full-time or part-time, year-round or seasonal employee? Focusing on these initial aspects ensures the new hire can provide an ROI to the business.

Step 2: Establish Clear Goals

Clarity in defining expectations, setting activity targets, and establishing performance goals is imperative. For example, if you're hiring a sales executive, you might set an activity target of 20 sales calls per day and a performance goal of increasing sales by 15% in a year. Clearly communicating these goals to a potential hire ensures alignment and sets the stage for a successful and productive relationship.

Step 3: Define Required Skills, Experience, and Education

Determine and outline the necessary skills, experience, and education needed for the role. This helps to quickly narrow down potential candidates during the resume reviewing stage. For instance, if the job requires managing digital campaigns, the key skills might include proficiency in online marketing tools and a degree in marketing or a related field.

Step 4: Consider Intangibles and Company Culture

Assessing personality traits and work styles that align with your company's culture can be as important as a candidate's professional qualifications. Evaluate intangible characteristics that ensure a harmonious fit within your team. For instance, does the candidate show a tendency to being a good team player, or does he/she display a continuous improvement mindset?

Pro Tip: Balancing Job Responsibilities

Taking into account the individual strengths and weaknesses when defining tasks within a job description is crucial. For example, a sales executive strong in building new client relationships may not excel in detail-oriented tasks. Balancing job responsibilities according to natural abilities negates the over-expectation of a single person excelling in all areas.

Understanding the distinction between a job description and a job ad is fundamental. While a job description provides a clear understanding of the role's daily responsibilities and protects the company, a job ad is designed to attract and engage potential talent.

Keep an eye out for my next article, where I’ll discuss the ways to create compelling job ads based on the job description.

As you create your job description, remember to maintain a professional and informative tone, encapsulating the necessary information in clear and concise language. With this step-by-step guide, the journey of creating an effective job description becomes a lot smoother.

Rikka Brandon is a leading recruiting and hiring expert in the LBM industry. She’s the founder of Building Gurus, a boutique training, consulting, and executive search firm for building products manufacturers and distributors. She’s also the creator of Hire Power  an on-demand training for recruiting and hiring in the building products industry. If you’re interested in working with Rikka, schedule a call at BuildingGurus.com/Discovery.