As I was reading the Sales column by Greta Schultz titled Recruiting the Right People (Boston Business Journal, November 2-8, 2007), I was reminded of how many of my clients struggle with describing an open position to interviewees.  Ms. Schultz’s advice is to start with the identifying the ideal candidate. 

However, there is one step before you identify the ideal candidate.  What exactly is the job?  

This baffles many companies and I have had more than a few people give me that look that says I am nice but completely nuts. 

Well, consider this.  Here is a common scenario-imagine you are in the interview and you find an impressive candidate.  You hire the person and then two weeks later, discover that the position you thought the person was perfect for does not really exist and now you have to tell the person there are major changes.  Perhaps you have to explain there is more travel, not enough work, or that the business requires an overhaul to the position.  Typically, it costs quite a bit to hire someone and disgruntled employees cost even more in lost productivity.  

Before you get yourself in that pickle, take the time to get the necessary information jobabout the job.  Map out the baseline competencies that the job requires.  Do some investigation.  Ask managers and other employees what they consider important about the job.  What kinds of interpersonal skills are required?  How much autonomy is expected?  What specific areas of knowledge must the right candidate possess? 

This is an important step because no one works in a vacuum and your company’s departments are really interconnected.  The next step requires you to consider the culture of your business.  Identify the personality qualities that would promote success in your ideal candidate.  Notice if your business is fast or slow paced.  Do your employees like to play or keep focused on work?  Is the culture one of a big family, collegial, or some other description?  Even how offices are situated, the color scheme, and how the furniture is arranged gives you clues about the corporate culture.  These less obvious qualities actually support morale and productivity.  After you know the responsibilities of the job and your corporate culture, you will be able to describe the sort of person who would be a successful employee.   

Knowing the specific competencies of the position will lead you to the right candidate. 

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