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Job Descriptions: they are…• Outdated or non-existent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

heather@aleadingsolution.comwww.aleadingsolution.com

www.blog.aleadingsolution.comLinkedIn or Twitter @leadingsolution