Source: MPM Blog

MPM Blog If You Want to Attract Better People, Develop a Job Description!

In their eagerness to start interviewing, many managers launch their search before they have clarified what they are looking for in a new employee. This causes a host of problems. Of course you'll get some candidates you can consider, but you won't have a basis for evaluating them. Result? You're going to make a bad hire.Writing a Job Description - Step-by-StepDecide on the job title and to whom it will reportDetermine the type of position: full-time, part-time, contractor, or internReview & define the difference between an exempt, nonexempt, and hourly positionIf the job is hourly, determine the number of hours to be worked/weeklyWrite a general description of the positionList the key duties, responsibilities, and tasks (begin each duty with a verb such as manage, control, publish, etc.) Define the work experience requirementsDefine education requirementsRemember to focus on the job itself and not so much on the person who last held it. It's often the case that because of particular circumstances, the incumbent did certain things that aren't really part of the job.

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Makingperformancematter is a Private company. Makingperformancematter generates $1M in revenue per employee