Crappy Hires

Avoid The Pitfalls - Write A Great Job Description



Hiring a new employee can be a stressful process. You screen and pick a candidate, only to find a couple months down the road that your new employee is not going to work out. But, instead of starting the process all over again, you keep him or her on with the justification that a warm body is better than no body.

Donna Galatas and Jackie Torres said this doesn’t have to happen. Employers can get the right employees in the door, the first time.

The duo runs the consulting firm, The Galatas Group (www.thegalatasgroup. com), which guides and coaches companies through all things human resources. They presented a seminar at the 2013 URG show, “Crappy Hires??!! Oh No - Get It Right. Hiring Strategies And Tips That Work,” and said writing an accurate job description is the first step to hiring the right employee for your business.

“An accurate job description protects your company, especially with all of the different types of positions offered in the auto recycling industry,” said Torres. “If you hire someone, then three months in they say they can’t do this or that, the employer can pull out the job description and say, ‘this is what the job included,’” added Galatas.

The more accurate the job description, the better chance the right candidate will apply, and, hopefully, the wrong ones won’t.

“A good job description shows this company is on the ball,” said Torres. “If a candidate thinks highly of your company, it’s good for your reputation. Secondly, it puts you in the candidate’s shoe. You can help weed out those who are not really interested.”

“You can’t control what candidates do, but it helps to cut the wrong ones down, it makes it less likely,” added Galatas. A great job description should include:

• The date the job description was updated. “We recommend companies review job descriptions at least once a year so they are accurate and include a capture date of when the company made review decisions,” said Galatas.

• A general position summary that briefly states what the job entails. 

• A job scope. Address the level of independent decision making the candidate must be able to do for the job.

• Essential functions. The tasks an employee will need to perform on a daily basis.

• Marginal functions. The tasks an employee may perform as needed.

• Knowledge, skills, abilities and other requirements. This includes using certain tools, software, professional licenses required and years of experience needed.

• Physical activities required. This is an estimate on how much the employee will have to lift , the hours they’ll have to stand, how much they need to reach, bend, hand manipulations, and hearing and vision requirements. This part of a job description makes it ADA compliant. “The point is to inform the candidates and help them understand the position in full,” said Torres.

• Job conditions. Will the position require the employee to work outside year-round? This is especially important for the auto recycling industry when parts need to be pulled during the hottest and coldest months.

• Equipment used. Include phone systems, computers, tools, crushers, vehicles, etc.

• Supervisory responsibility. This should be included in a job description for a position that manages other employees or has personnel duties, like scheduling. It outlines who reports to the candidate.

• Internal contacts. State who within the company the employee will work most closely with, their boss, production staff, etc.

• External contacts. This includes anyone outside the company the employee will have contact with; vendors, customers, community relations, etc.

• Disclaimer. “It is critical that the company makes the employee read and sign the job description,” said Torres.

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