Program Success Starts with People: 6 Steps to Recruiting a Dream Team (Step Three)
Step Three: Crafting the Position Description
You will likely be posting position descriptions on job boards and your social media pages. Since staffing is the long-pole in the tent of most projects, it is important to get these posts published quickly at the project’s inception. You can typically start preparing them well-ahead of the first announcement, as many good companies and recruiters do.
Cross Your T's and Dot Your I's
When developing a description, be sure to note the minimum education and work experience requirements you deem essential and those that are required by the contract. As simple as this may sound, this critical detail can slip through the cracks or be documented incorrectly in a hectic environment, resulting in you wasting the recruiter’s valuable time or worse: making an offer to an unqualified candidate.
One thing I’m beginning to see more and more of is the equivalency requirement for years of education. I recently had to revoke a candidate offer because the fine print of the task indicated a bachelor’s degree was required despite no education requirements being mentioned in the contract. Revoking the offer was uncomfortable for everyone involved and the incorrect posting resulted in a waste of precious time. The moral of the story is to place emphasis on getting this right the first time.
Be sure to note any additional qualities you are looking for in a candidate as well. For example, there is a good chance you receive resumes from some individuals who are not strong communicators, even if noted within the position description. Regardless, this is your first shot at declaring what you want and getting it right.
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