The Anatomy of a Job Description, and Other Pointersa

Article Title: The Anatomy of a Job Description, and Other Pointersa
Author Byline: By Ryan Thomson, Executive Recruiter, Clean Tech Talent Division
Author Website: http://www.redfishtech.com/about_us/ryan_thomson.php

The Anatomy of a Job Description, and Other Pointers
By Ryan Thomson, Executive Recruiter, Clean Tech Talent Division

What is the purpose of a job description? It is of course an administrative document. It does serve to establish a description of an employment work contract. But in terms of recruitment, it is a marketing tool that should attract the attention of the talent you are seeking.

The Job description as an Administrative and Legal Document

As an administrative document, job descriptions serve to set out the parameters and expectations internally to current staff and management, as well as to prospective new hires. Each job description should address the title of the position, the department, the supervisor, the essential functions, duties/responsibilities, qualifications, and results expected.

The titles used should generally be consistent across the department at least, if not the organization. A title is an indicator of the level of authority and responsibility as well as remuneration. In some cases according a grander title may be a way to entice in the talent you need despite paying a less competitive salary for that person. Keep in mind that others in the organization will be mindful of the titles assigned, and inflation thereof could lead to challenges by a disgruntled employee.

Job descriptions should clearly identify the department to which the position reports, and ideally the supervisor. Always identify other job titles, and never names, for example, the position reports to the Vice President of Sales, as opposed to naming David Jones.

The essential functions or responsibilities of the position are the heart of the job description. The convention is to use an itemized list that lays out the duties and responsibilities of the position; however a paragraph can achieve the same goal. This is where you should identify each “essential” job function that is expected and critical to successful job performance.

This essential functions or responsibilities part of the job description becomes or should substantially match the framework used for performance reviews. It is appropriate to discussed the expected results here. Set out the interplay between this position and other employees, departments and customers. Describe the responsibilities for deadlines, customer service, project milestones, sales projections, and other company goals so that it is clear how this position fits into the strategic mix.

Job descriptions will be examined in any legal disputes. For example, an Americans with Disabilities Act (ADA) lawsuit, the courts will review what the organization has described as the job’s “essential functions” in examining the merits of the charge. If the essential functions are not included in the written job description, the court may decide for itself.

Non-essential and intermittent job duties and requirements should also be included. Take into consideration any physical requirements such as lifting or bending, standing or walking; as well as learned skills such as equipment proficiency, code language knowledge, industry know-how. Address job duties such as travel requirements and hours. Include behavioral skills such as leadership and teamwork requirements, communications and time management skills.

Additionally, the job description should detail the qualifications, education, certifications, or experience sought in the prospective hire for this position. Salary and benefits are an optional part of the job description.

Keep it Clear and Timely

Job descriptions, like resumes, shouldn’t be overly long; effectively and compellingly state what needs to be communicated. Use action verbs, in the present tense. Use clear language and be precise. Rather than make a general statement, detail the skill you are seeking, for example instead of saying “make sales calls”, specify that the person will be required to “prospect and communicate with various functions from engineering to C-Level positions, address sales concerns and opportunities, and close business”.

Review job descriptions periodically to make sure they accurately describe the employee’s responsibilities and the organization’s goals. Job descriptions can be amended when the employee’s duties change, review any change in expectations and duties with the employee. Be certain to avoid any references to age, race, gender, religion, disability or any other “protected” characteristic to be in compliance with Equal Employment Opportunity law.

The Job Description as a Marketing Document

The job description will be widely distributed in the search for the employee that you hope to hire. The portrayal of the company, culture, and opportunity should all be considered as if this were a professional piece on the organization. Take the time to write a paragraph that touches on the company’s industry and position therein, mentions recent financial performance or press-worthy news. Briefly describe the size, location, and culture, and unique attributes offered by working for your company.

Typically the company and opportunity description are the introduction to the job opportunity. Reel your prospect in. Tell them why your company is exciting. Everyone wants to be proud of the work they do and the organization they work for. Many an employee has taken a lesser-paid job in order to be a part of an exciting company that is doing great things for the environment, or is on the cutting edge of technology, or is addressing social injustices. Let people know through the job description what makes your company unique and the opportunity distinctive and impactful.

Excerpt:
Your job description is an administrative and legal document, serving to establish a description of an employment work contract. In terms of recruitment, it is a valuable marketing tool that you should use to get the word out about your company and attract the attention of the talent you are seeking.

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching for entry level jobs and other career opportunities.

Tags: Christina Diane Archer, I-CareerSearch, job description, job descriptions and job search, what is a job description

How To Evaluate a Job Offer

Article Title: How To Evaluate a Job Offer
Author Byline: Anna Mathieu. Anna Mathieu’s experience as a recruiter and as a seasoned sales & marketing professional give her a winning perspective on communicating Redfish’s specialized recruiting services. Her evangelization and branding continue to drive bottom line results.
Author Website: http://www.redfishtech.com/about_us/anna_mathieu.php

Congratulations! You’ve received a job offer. Now what?

First of all, ask yourself if you want this job. Hopefully you spent the time up front to evaluate the company and the position prior to pursuing it. Sometimes things happen faster than you expect and you haven’t fully explored the opportunity. There are a lot of important aspects to research and consider when you are evaluating an employment opportunity. The more you know before the offer, the better position you’ll be in.

A company’s values, vision and corporate culture are going to fundamentally affect you on a daily basis. Does the company you are evaluating motivate and speak to you? Do you feel like it will be a fit with your personality and work style? Just as dating someone with a fundamentally different belief system would be a great challenge, so will working for a company where you do not buy into the mission and vision.

What about the size and hierarchy of the company? Are you more apt to want to wear several hats and take broad responsibilities? Do you want a close working relationship with top management and the ability to see the impacts of your personal contribution? If so, a smaller company may offer you the best fit. Are you focused on training or mentoring programs and a clear career path? Do you have specialized skills that you want to focus on specific endeavors? If so, a larger company may be for you.

Location, hours, and flexibility are also important considerations. If you have to relocate, you’ll want to evaluate the area, cost of living, housing options, and community amenities. Will you need to commute? If so what are the costs and time required? Is there flexibility in terms of hours worked in order to avoid traffic? Can you work remotely for some portion of the week? Will the position require travel?

The company’s background and tenure can be discovered via press releases, newsletters, and annual reports. Take the time to inquire about the company by tapping into professional networks, alumni career offices, current employees, and even competitors. Conduct a search on the internet or pick up the phone and ask the front desk who you might speak with. You’ll want to consider the company’s products & services, market position, industry, age, size, employee turnover, and financial condition.

Now back to that offer you received, is the compensation package in line with expectations? Is the salary competitive? What is the overtime or compensated time off policy? What are the benefits? What does the overall package entail? How does the compensation package compare to the industry? Again, the more research you’ve done upfront, the better you can evaluate the terms you are being offered.

The bottom line probably does not boil down to one number. Salaries may be structured to offer an equity piece or bonuses. Flexibility, training programs, promotion opportunities, salary/performance review, vacation, insurance and other perks are an important part of the overall remuneration you will be receiving.

If you choose to negotiate the pay or benefits, the more research you have done, the better you can present your case. There are many sources for salary information by industry and role such as salary surveys by professional associations, the National Association of Colleges, and websites like Indeed and Monster, or the Bureau of Labor Statistics. Speaking with people in your professional network within the industry, consulting employment ads, and discussions with external recruiters can give you a lot of insight into the current compensation trends.

Finally, remember that a written offer letter is often regarded as a contract from a legal standpoint. It is important then that this offer covers any aspects that are important to you and reflects the conversations that lead up to it. If official company policies are codified, ask for a copy to review.

Typically you only have a couple days to review and accept a job offer. Be prepared, know what is realistic as well as what you want and where you have room to negotiate. Good luck in your new job!

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching for entry level jobs and other career opportunities.

Tags: accepting a job, Christina Diane Archer, job offer, job offer negotiation, Landing Your Dream Job in Any Economy, salary negotiations