Definition of a Role

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[cs_content][cs_section parallax=”false” separator_top_type=”none” separator_top_height=”50px” separator_top_angle_point=”50″ separator_bottom_type=”none” separator_bottom_height=”50px” separator_bottom_angle_point=”50″ style=”margin: 0px;padding: 0px;”][cs_row inner_container=”false” marginless_columns=”false” style=”margin: 0px auto;padding: 0px;”][cs_column fade=”false” fade_animation=”in” fade_animation_offset=”45px” fade_duration=”750″ type=”1/1″ style=”padding: 0px;”][cs_text]When the time comes to hire a new member of staff, writing a job description is one of the first things you need to do. Why? Because this will form the basis of your job advert and it’ll also help you to work out where the job should be advertised.

If you’ve never written a job description before, it can be difficult to know where to start and how to define the role your wanting to advertise. With this in mind; we’ve come up with the five key questions you need to ask yourself when creating a job role description for a new employee.

1. Where will they fit into the team?
One of the key things you need to consider is where this new employee will fit into the existing team you have in place. Figuring out where they’ll sit in your existing team, should enable you to work out what salary band the role deserves (based on what you’re paying your existing employees) and you should start to get an idea of how much responsibility the role requires.

2. What responsibilities will they have?
In your job description you need to include every responsibility you’d like the new employee to have and every task you’d like them to be responsible for. This list might get pretty lengthy but it’ll give you a good idea of where the employee will fit into your company – and it’ll act as a good reference point when you do find the right candidate and need to talk them through exactly what’s expected of them on a daily basis.

3. Which skills/experience are essential?
Once you’ve noted down the responsibilities the employee will be expected to carry out, you need to work out what skills and experience are really essential for the role. Take some time out to consider the key responsibilities for the role – and what the candidate needs to have in order to be able to carry out this role both now and in the future. If you list all of the responsibilities and criteria for fulfilling the role successfully on the job description, when you start to get applications it’ll be easy to cross-check them with the job description to see how suitable the candidates are.

4. What soft skills do they need?
In addition to working out the key skills and experience you’d like the candidate to have, you also need to consider what soft skills they also need in order to be able to perform in the role. It can be tricky to work out what soft skills a candidate has from a CV – but if you jot the ideal soft skills down in the initial job description, you can always refer back to this at interview stage.

5. What extras would make a candidate stand out?
The last thing you need to consider is what your dream candidate would look like. This list might include things which aren’t essential for the role but which you’d like to explore in the future. Even personal attributes which you’d like to add to your team. These extras can be listed within the ‘Desirables’ section of the job description – and should be regarded as things to keep an eye out for on applications.

And don’t forget to always state that you will be asking for previous employment references, this is important as you will want to check the potential employee’s employment background, to ensure they are who they say they are and that there isn’t anything untoward from previous employment.


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