A job recruiter is hired by a particular company to find qualified employees. They often explore popular resume-posting websites and seek out qualified candidates for interviews; many recruiters often travel to job fairs and various events for job seekers. Recruiters may work for a single company or for multiple companies at once as an independent contractor. Recruiters must be good at identifying talent and persuading people to interview with a particular company.
The job description is a critical document for every position.
A good job description performs a number of important functions: It describes the skills and competencies that are needed to perform the role; It defines where the job fits within the overall company hierarchy; It is used as the basis for the employment contract; and It is a valuable performance management tool.
This article outlines how to write a job description that is clear, concise and accurately defines the role — in 5 simple steps.
Job title The first fundamental element of the job description is the job title. A good job title will have the following qualities: It accurately reflects the nature of the job and the duties being performed It reflects its ranking order with other jobs in the company It does not exaggerate the importance of the role It is free of gender or age implications It is generic enough that it can be compared to similar jobs in the industry for the purposes of equity in pay and conditions It is self-explanatory for recruitment purposes in most online job searches, the job title is the main keyword searched.
This title gives you no indication of what is being enforced. Duties The job description should contain a list of the duties and responsibilities associated with the role, along with the amount of time expected to be dedicated to each task. This should be represented as a percentage i.
The list of duties and responsibilities will vary in length, but as a rule, should be as short as possible, otherwise the document becomes an operational manual rather than a job description.
Skills and competencies Skills and competencies should be listed separately from each other, as they are two quite separate things. Skills are activities the candidate can perform based on what they have learned in the past, or from qualifications they have obtained.
Competencies are the traits or attributes you expect the candidate to display in the role. An example of a skill is the ability to give effective presentations.
It is a skill that can be learned through study and practice. An example of a competency, on the other hand, is strong communication, which is an innate characteristic displayed by a person.
The modern trend towards competency-based job descriptions means extra weight is given to behavioural competencies such as leadership, teamwork, flexibility, communication and initiative. Relationships It is important to include reporting lines and working relationships in your job description.
Reporting lines clarify the responsibilities of the position by showing who the candidate reports to and who reports to them. This is important, not only in relation to compliance issues, but also to give the candidate an insight into the hierarchical structure of the organisation and how their position fits into it.
Working relationships are the people and departments the position requires the candidate to work closely with. It is a good idea to give an indication of the size of such departments and the extent of interaction.
An organisational chart is a good way to represent relationships in a job description, with vertical lines between boxes demonstrating reporting lines and horizontal lines showing working relationships.
Salary Rather than assigning a particular salary to the position, work out a salary range to include in the job description that is competitive with similar positions in other organisations and allows for variations in education and experience.
Obviously, this would need to be updated from time to time, in line with changing pay scales.An Unemployed Person (Who’s Not Bitter At All) Writes a Job Recruiter’s Job Description by Ysabel Yates We are seeking a highly motivated and extremely manipulative recruiter to join our team.
The job description is a specified explanation of all the duties that a Career Support Worker might be expected to work with the given samples for the related duties. Recruitment consultant: job description Recruitment consultants assist employers to identify, select and recruit staff for their vacancies, and help individuals find and gain appropriate employment.
Good marketing, sales and persuasion skills are critical to a job as a recruitment consultant.
The job description needs to communicate clearly and concisely what responsibilities and tasks the job entails and to indicate, as well, the key qualifications of the job – the basic requirements (specific credentials or skills) – and, if possible, the attributes that underlie superior performance.
Jun 03, · Embody the Company's Personality: When putting the job description together, choose a writing style and words that match your company's ethos.
If . Nov 12, · Job Description for Technical Recruiter Technical recruiters are in charge of researching, screening, and selecting talented candidates with technical abilities for hiring organizations.