I have dedicated a couple of posts to this recently (read them here and here ).
And I have one more thing to say on the topic (at least for now).
Translation: don’t judge if next week’s post is about another important aspect of hiring I decide I want to share!
This one is about how to outline the job.
The way you define the job you are hiring for is critical to finding the right fit.
You have to know what needs to happen in this role.
Most of my clients are hiring their first or second employee when they start working with me.
They are hiring someone to take over some of the tasks they are currently doing (or should be doing) themselves.
They are feeling overwhelmed and need to pass off some tasks.
Ok, here’s what you do:
First: Make a List of the things you are doing that someone else can do.
Be brutal here – don’t use the “no one does it like me” mindset for every task.
If you are holding onto that belief…let it go!
Ideally, the only things you are doing are the things that (truly) only you can do.
The goal is to delegate everything else.
You can’t offload everything to one person (usually)…
But just start with a list.
Write it all down even if they are tasks that don’t go together.
What are the things you want off your plate now?
What are you doing that you really aren’t that good at?
Write it all down.
Second: Prioritize and Categorize.
Start grouping things together based on similar tasks.
Some things require a really detail-oriented person, and would fall under “admin.”
Others could require being a real people person and could go under “sales.”
It is very rare to find those qualities in the same human being.
So, realize you may need to fill two jobs.
If you can only afford one, fill the one you are worst at first.
(Then, you can use some of your freed-up time to develop the plan to hire the other one!)
Third: Write the Job Description.
This is not just a list of skills.
You need to consider what kind of person you are looking for.
Who are they?
What are they going to bring to the table?
Include that expectation in the job description.
Alright, the super important part people almost always leave out is:
What is it like to work with you at your company?
What is the culture?
Who would be a good fit?
If your office is really loud you don’t want someone who needs quiet.
If everyone at the office is juggling three things and you have someone who can only do one thing at a time…that is not a good fit.
Those nuances are important to outline in the job description because they can eliminate candidates who wouldn’t be happy in your company (and would be a waste of time for you to interview).
BONUS TIP: Once you complete your job description, before you go to job sites, ask people you know “who is like this?” and then have them refer candidates. They are most likely to refer people who would be a great fit because they know you and what you are all about.
Until then…stay passionate!