Obviously effective recruitment and talent attraction has to start way before the interview stage. You can’t really evaluate a candidate’s suitability and capabilities if you have not thought through and clearly identified the objectives of the role.
Job specs are almost always based on duties, responsibilities and experience requirements but they they can be much more effective selling tools when they also define expected performance and set objectives – this gives a perception of challenge and tells the candidate what is expected of them in order for them to be successful in the role. Here are our top tips of what should be included:
• Major objectives
• Changes and improvements needed
• Problems to solve
• Technical challenges
• Management and recruitment of staff
Include extra information such as:
• Short and long term career opportunities
• Full company information
• A team description