Whether it’s a new position or not, the beginning of the recruitment process is an opportunity to review the position description and get things started right. Reviewing the position description helps to set clear expectations about what you are looking for in your ideal candidate. The position description will be the tool that helps you evaluate candidates against what you need. If you are partnering with an external recruiter, It’s also a good tool for communicating what you are looking for and helping to focus the process. Here are some ways to do this well.
Know what you’re looking for
Recruiting for a role is often a good chance to review the position description. Depending on how the vacancy has come about, there might need to be more or less adjustment. I suggest checking whether responsibilities have changed or are better aligned elsewhere. Similarly, has there been any change in the qualifications required of the role? What level of experience is required? Is the role full-time or part-time and can you offer any flexibility around this? All of this information may not end up in the position description. However, reviewing the position description can be a good starting point for clearly defining what you are looking for in your ideal candidate. In turn, this will set you up for a focused recruitment process that’s tailored to what you really need.
Communicate the opportunity
Clearly communicating the opportunity is essential for attracting the most suitable candidates. At some point in the recruitment process, it is usual to give candidates a copy of the position description. Some organisations make this information available with the job advertisement. Others provide it on request or at a later stage in the process. Regardless of when candidates receive it, the position description is one important way that they can find out more about the role. Therefore, review the position description with candidates in mind. What do you need to communication to them about the role? What information are they likely to want? Will they get this from the position description or some other way? Of course, this is not the only purpose of a position description. However, it is one worth keeping in mind from a recruitment perspective.
Whether you are recruiting for yourself or partnering with a recruiter like us, the position description can be a good reference point to keep things focused. It will typically be a key measure to help assess candidates, as well as often forming the basis of job advertisements. Likewise, interview questions specific to the role are frequently drawn from the requirements set out in the position description. When you’re briefing a recruiter, having a copy of the position description on hand is also useful. At SULLIVAN Consulting, it’s not the only thing we rely on because we like to get to know you, your business and your recruitment objectives. This helps us to tailor a recruitment strategy for your organisation. However, the position description is still a helpful tool for maintaining a focus on the key requirements of the role.
Does your recruitment process start with reviewing the position description? As part of your recruitment toolkit, reviewing the position description can help you to get your recruitment process off to a good start. It can help you to clearly establish what you are looking for in an ideal candidate. It can also be a valuable tool for communicating information about the position with candidates. In addition, using your revised position description as a reference point throughout the advertising and interviewing stages can keep your recruitment focused on finding candidates that best match what you are looking for. After all, that’s what you want from a good recruitment process.
At SULLIVAN Consulting, we believe our job is to reduce the stress and worry and ensure the recruitment experience is a rewarding one for all concerned. To talk to us about your recruitment objectives, get in touch on 0407 610 989 or email@example.com