In the process we will:

	Determine goal or purpose of this position.
	Evaluate essential functions of the position required to reach that goal.
	Consider secondary functions of the position that could enhance the ability to accomplish the goal.
	Check on budget constraints.
	Look at other potential considerations.
	Write your Description.
	Distribute, review & modify if necessary.

 

THE GOAL OR PURPOSE OF THE POSITION:

This is the most fundamental part of your project. Do this wrong and the rest of your work will be useless. Consider what you need accomplished by your new employee. This may be simple or complex depending on the position, generally it will be stated in a broad term. For example: The main goal may be to provide technical service to customers in Ohio for our XYZ Product line.

 

ESSENTIAL FUNCTIONS:

Are the items that are at the core of the position? These should be the most basic functions of the position required to accomplish position, tasks or functions that are fundamental to the position. They should be functions that are actually required to accomplish the primary goals of the position. Some good tests to consider are; If you removed that function would it fundamentally change the position? Are there a limited number of other employees who can perform this function.

Also consider the frequency that the function will be performed, the amount of time that will be spent on the function, and the consequences if the function is not performed. Consider the importance of these functions.

Concentrate on what you want accomplished not how it is to be accomplished. If possible, allow room in your job description for creativity in how a task is accomplished. This can lead you to new and better ways of accomplishing old tasks, sometimes even revolutionary new ways. Consider how a job description for a person who worked on building Automobiles would have read before Henry Ford developed the assembly line!

Consider what the minimum qualification (skills, knowledge and abilities) would be required to perform these functions successfully. It is important to establish a true minimum qualification list in order to help other screen your candidates effectively.

 

SECONDARY FUNCTIONS: 

Are the secondary items that would be nice to have included in the position but in themselves would not disqualify a candidate from consideration.

For example: If you hire someone as a receptionist, he or she would need to be able to answer the phone. It might be nice if they could make coffee, but that would be secondary and the lack of that ability would not change the position. Although it could become an essential function if this person had to open up an office that had customers coming in and this person was to open up the office and prepare for the day.

 

BUDGET CONSIDERATIONS: 

Do you have room in your budget to pay for a person with the qualifications you need. If not, you may have to reconsider your goals for this position. Think long and hard about this as if you can't afford to hire the person you want, don't waste everyone's time on a pipe dream.

Consider what a person with your required qualifications would currently be earning, and if you need an experienced person, what you will need to include to entice them to come to your company.

 

OTHER CONSIDERATIONS:

	Special conditions for employment - i.e. Location, Relocation, Drug Testing, Security Clearance, Company Policy, etc…
	Level of independence and responsibility - is the person highly supervised or do they operate on their own with minimal supervision.
	Make sure you have calculated in an appropriate amount of time for an new employees learning curve.

	Forward it, for review and approval, to all appropriate parties up through company's top approving authority for coordination and approval from all required parties.
	Make any required changes based on the feed back you receive.