The Basics of a Stellar Job Description

For any business, large or small, the hiring process is extremely important because it brings in a new employee whose day-to-day tasks will have a long-term impact on your business.

While sorting through resumes, reading cover letters, conducting interviews, and contacting references are all significant pieces of the hiring process, there’s an even more important step that often gets overlooked—writing the job description.

A well-written job description will attract more relevant and qualified candidates, therefore reducing the amount of applications you’ll have to slush through and ultimately saving you time and money.

Something else to consider is that writing a poor job description can lead to a higher turn-over rate. It makes sense, doesn’t it? If you don’t set proper expectations, a new employee might find him or herself disgruntled, unsatisfied, or under qualified. In a well-written job description, you should thus include information about your ideal candidate, your business’s work environment, and specifics about what the employee will do on a day-to-day basis.

The following are 10 details we recommend including in a job description:

1. Job Title
2. Purpose of the Job
3. Detailed Description—responsibilities and tasks
4. Job Qualifications—experience, education, etc.
5. Job Location
6. Hours Required—full time or part time
7. Ideal Candidate Specifics
8. Work Environment
9. Salary Range and Benefits
10. About Your Business/Company

If writing a job description seems like a daunting task, PEOs, like HR Progression Partner, can help. We take your basic information—Job Title, Purpose, etc.—and create a detailed job description guaranteed to attract top talent. Contact HR Progression Partner or check out our Recruitment Services to learn more.

The Place for Social Media in Hiring Strategies

Finding qualified and reliable employees is a challenging task. Traditionally, employers have only had a resume, an interview, and a couple of references as part of their hiring strategy. The problem was they didn’t know who these potential employees were as people, what their personality traits might be. These are important aspects when choosing an employee, especially someone who will run a part of your business or with whom you’ll be spending a large portion of your day.

Today, however, there’s a new component to the hiring strategy that’s changing all of this—social media.

Social media has taken the world by storm, making it hard to imagine that Facebook made its debut in only 2004 and Twitter in 2006. In just over a decade, nearly every individual under the age of thirty has created a presence in one or both of these markets. And thanks to these social trends, employers can now get a glimpse into what potential employees are like outside of the job seeking environment.

But, is it right?

Think about this. Most potential employees are learning about you on social media, so why not use Facebook or Twitter to learn about them? For the recently graduated set, it’s practically expected. Remember, it’s the world they live in, and it’s time for employers to enter it, too.

According to CareerBuilder’s 2016 annual social media recruitment survey, 60 percent of employers use social networking sites to research job candidates, up significantly from 52 percent in 2015, 22 percent in 2008, and 11 percent in 2006, when the survey was first conducted. Additionally, 59 percent of hiring managers use search engines to research candidates—compared to 51 percent in 2015.

To say it’s okay to do research potential employees on social media is an understatement. In today’s job market, it’s a necessity.

Want to get more out of your hiring process? Partner with HR Progression Partner and let us find the employee that’s right for you. Our detailed screening process means you’ll only be presented with the very best candidates. Contact us to learn more about HR Progression Partner’s Recruitment Services.

What Employers Need to Consider During a Job Seekers Market

Recent unemployment numbers tell us our economy is growing and more people are entering the workforce. For those of us in HR, we now have to consider what it means to be in a job seekers market, how we, and the company or companies we represent, must shift our methods of recruiting great talent.

According to a 2016 survey by recruiting firm, The Execu|Search Group, 70% of companies across a wide range of industries plan to add employees to their roster. What this translates into is the startling fact that 60% of the job seekers also surveyed said they had their pick of two or more positions for their current job.

Candidates now have more power during their job search than they’ve had in years. To attract these job seekers, employers must consider additional factors during the employee hiring process, such as a robust candidate experience, a meaningful employer brand, and opportunities for professional development. While salary and benefits are also key factors, these others hold more weight than ever before and play a key role in a candidate’s decision-making process.

Experienced HR staff, like those you might find with a PEO, are best qualified to offer the highest talent acquisition strategy. PEO team members understand that finding the right candidate in today’s competitive market means more than placing an ad. It means engaging with potential employees via social media, blogs, and corporate career sites.

If you’re looking to hire the best candidate but want help navigating today’s candidate-driven market, contact HR Progression Partner. Our thoughtful and well-versed recruitment staff is ready to bring the best candidate to you.