Three Pre-Recruiting Tasks to Consider Before Creating a Job Posting

by Mammoth Team on October 5, 2017

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It can be daunting to think about finding the perfect applicant to fill a role in your company – especially if it’s a new position. Before you create your job posting, maximize your success by checking off these three pre-recruiting tasks:

1. Conduct a Needs Assessment

A needs assessment is a process for identifying gaps and determining future needs. When using this tool, ask yourself these three questions:

  • Where are we now? – Is the open position new? A vacancy? What qualifications are necessary for someone in the position?
  • Where do we need to be? – What job duties and responsibilities should the position include? What should this employee be tasked with?
  • How do we get there? – Assess the gap between the two previous questions, update the position description, and proceed with recruiting.

It’s also important to look at what knowledge, skills, and abilities can and can’t be taught on the job. What does the employee need to bring with them? What are you prepared to provide with training? You’ll want to assess the whole team as well to identify the strengths and weaknesses to determine what traits you want in the new hire. If you’re filling an existing role, you can even ask the departing employee to review their own job description to ensure accuracy with their day-to-day tasks in order to maintain success in the role.

2. Write a Job Description

The job description should be in place before you meet with your first candidate. Think of it as the roadmap for the position – what knowledge, skills, and abilities the ideal candidate needs to bring to the table. Since positions evolve, it’s best practice to review and adjust current job descriptions to mirror today’s tasks. Here’s what every successful job description should contain:

  • Essential functions of the job - this is typically around 10 items.
  • Physical requirements of the job - this will be useful if asked for a reasonable accommodation, or in the event of a workers’ compensation claim.
  • Equal Employment Opportunity statement - to demonstrate to prospective applicants (and the EEOC) that the company takes equal employment opportunity seriously and will not tolerate employment discrimination or harassment.
  • Americans with Disabilities Act statement - this is helpful if an employee requests a reasonable accommodation. 
3. Determine Compensation

Before posting a position, it’s best to review the pay range and analyze how it compares to the marketplace and industry as this will help you determine whether to lead, match or lag the market. To determine compensation, asses your budgetary guidelines, your geographic location, similar industries and similar positions. But, keep in mind that compensation is about more than just a salary - it includes benefits as well.

By implementing these three pre-recruiting tasks: conducting a needs assessment, writing a job description, and determining compensation, you can be successful in finding the right candidate that best fits the job and will work best with your team. 

 

When was the last time you evaluated your recruiting and hiring processes? From attracting the best talent, interviewing candidates, and beyond, the hiring process is full of potential pitfalls. Watch the 30 minute webinar, “Hire Right the First Time,” to learn best practices and tips so you’ll walk away with effective ideas to identify and hire the best people for your organization.

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Topics: Best Practices

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