My suggestion is to use this as a worksheet, not a template. Get all of the information onto a page, then write your post.
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- Write down the things that you absolutely must have in this person. Write down the things that are desirable. …you would like to have but maybe could live without if the remaining conditions were met. Some ideas:
- Hard Skills & Certifications: Education, tools
- Experience:
- How many years (specific).
- Greatest accomplishments
- Personality
- Many hiring managers hire folks like themselves, or who they can identify with. What does the position really require?
- Dominant, Influencing, Supportive, Creative
- Leadership or potential for leadership
- Smarts, common sense, decision making ability
- Other Stuff
- Time: Work schedule, start date, duration (career move vs. project)
- Transportation, travel
- Compensation
- List the activities that this person might do during a typical day. Depending on the position, you could end up with six items. You might end up with sixty.
- List the key results that your new employees success will be measured by.
- Consider what results we are looking for from the doing of the above activities. Group those items by the end results that they produce. Distill these groupings to seven or less items. The good thing about results is that they can be measured. So, we want to know by what quantifiable results can we measure this persons success? [ For example: A salesman’s job might be broken up into two major areas: 1) sell new clients 2) maintain existing clients. The activity is perhaps three calls a day. That may be important to measure for the new guy, but in the end we care most about the result. ]
- What’s in it for the applicant? Sell your company. Sell the position. Sell the future potential.
- Confidentiality of the post (especially if you are giving it to a Recruiter)
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