Human Resources Job
Human Resources Job
Nobody likes to write them, everybody has one, and almost nobody reads them. Except, that is, when you’re looking for a new job. Then, in deciding where to apply, each and every word that you read in a job description takes on new meaning. You know want to know exactly what you’re getting yourself into and what the company expects from their employees. But, you also want to know what you can expect from the company.
That is where many companies fail to impress. Many small business owners know exactly what they want from an employee and list every task down to the T. Yet, they fail to excite. How are you going to attract the best and the brightest to your company if your job ad seems just like the last ten they have just finished reading? You need to make your company stand out, and you do that by creating an unbeatable job description.
When you’re advertising for an open human resources job, you can’t just do it on your own. You need to consult other managers and executives on your team to make sure it covers all the bases. You also need to have it reviewed by lawyers. Depending on the size of your company, this step alone can seem to take forever. But, trust me; it is worth it in the end.
So, just what exactly is the difference between a stellar job description and a week one? First of all, you need to make sure that it is complete. Because they are the backbone of all businesses, identifying what tasks need to be done and by whom in order to succeed, they need to be as complete and descript as possible so nothing is left to chance and there is no confusion. These descriptions are also used to evaluate a worker’s performance, so you should be sure they’re doing exactly what it is you want them to be doing.
Job descriptions should be legal, both in terms of the language that is used and in terms of informing workers what standards they must meet. That is where consulting with the lawyers will come in handy. But, job descriptions should not just be descriptions as the name implies. They need to excite and attract employees, to generate a sense of passion and shared vision. After all, this document will be their first introduction to your company and, like they say, you never get a second chance to make a first impression.
So, don’t just advertise for that human resources job. Go out and sell it!
Human Resources Job - To learn more about this author, visit Alfred Grad's Website.
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Advertising a human resources job available within your company is the same as any other position, and key to all of them is writing the most adequate and best possible job description that you can. Today, in a business world that has become so muddied with legal complexities, writing a job description is often delayed as much as possible, left to the last minute, or done with very little thought at all. But, by denying yourself an excellent job description – and yes, they can be excellent – you are potentially denying your company that one person that could be the difference between success and failure down the road.
Nobody likes to write them, everybody has one, and almost nobody reads them. Except, that is, when you’re looking for a new job. Then, in deciding where to apply, each and every word that you read in a job description takes on new meaning. You know want to know exactly what you’re getting yourself into and what the company expects from their employees. But, you also want to know what you can expect from the company.
That is where many companies fail to impress. Many small business owners know exactly what they want from an employee and list every task down to the T. Yet, they fail to excite. How are you going to attract the best and the brightest to your company if your job ad seems just like the last ten they have just finished reading? You need to make your company stand out, and you do that by creating an unbeatable job description.
When you’re advertising for an open human resources job, you can’t just do it on your own. You need to consult other managers and executives on your team to make sure it covers all the bases. You also need to have it reviewed by lawyers. Depending on the size of your company, this step alone can seem to take forever. But, trust me; it is worth it in the end.
So, just what exactly is the difference between a stellar job description and a week one? First of all, you need to make sure that it is complete. Because they are the backbone of all businesses, identifying what tasks need to be done and by whom in order to succeed, they need to be as complete and descript as possible so nothing is left to chance and there is no confusion. These descriptions are also used to evaluate a worker’s performance, so you should be sure they’re doing exactly what it is you want them to be doing.
Job descriptions should be legal, both in terms of the language that is used and in terms of informing workers what standards they must meet. That is where consulting with the lawyers will come in handy. But, job descriptions should not just be descriptions as the name implies. They need to excite and attract employees, to generate a sense of passion and shared vision. After all, this document will be their first introduction to your company and, like they say, you never get a second chance to make a first impression.
So, don’t just advertise for that human resources job. Go out and sell it!
Human Resources Job - To learn more about this author, visit Alfred Grad's Website.
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John PowerJohn Power, founder of Biltmore Franchise Consulting, has extensive experience developing and marketing franchises and business opportunities. He has been in and around franchising for over twenty years. From 1980 through 1990 he conceptualized, organized, and developed the American Video Association. He grew AVA to 2,000 national members, before selling the company it 1990. It was later merged into another home video marketing company. From 2000 to 2005 he worked as a contract marketing and human resources consultant to several local and national companies. In 2005 Mr. Power began working as a franchise development consultant on a full-time basis. Since that time he has helped more than three dozen companies initiate and develop their franchising program. He notes that there are many companies interested in developing a franchise program, and who need his specialized assistance. Mr. Power is a “hands-on” franchise consultant. He said, “I am the ‘nuts and bolts’ person who tends to the details for my clients.” Mr. Power holds a B.S. degree with a major in Marketing. See: www.biltmorefranchise.com You may contact Mr. Power at: jpower@biltmorefranchise.co - Visit John Power's Website |
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Cheryl MatthynssensCheryl is a life skills coach, licensed Chemical Dependency Counselor and a 20 year entrepreneur. Cheryl's dedication to achieving a life of balance led to her expanding her teaching from the simple managing of life's daily challenges to adding financial well being as well. A direct marketer with DrinkACT, she is gaining ground in the online community with her concepts of making sure business owners, entreprenuers and employees have well rounded life styles. She opened up a small affiliate site - The Balance Guide- to help others find resources for mental and emotional well being. Visit Cheryl's blog to see more of the diversity beyond business she has began offering online at www.thebalanceguide.blogspot.com - Visit Cheryl Matthynssens's Website |
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Staging DivaDebra Gould, aka The Staging Diva®, is President of Six Elements Inc., an internationally recognized home staging company. Inspired by many requests from aspiring home stagers wanting to start similar businesses, Gould created the Staging Diva Home Staging Business Training Program. Gould has trained over 1000 Staging Diva Graduates worldwide to start staging businesses. Buying decorating and selling six of her own homes in four years lead to an interest in real estate staging which she turned into a career with the launch of sixelements.com in 2002. Since then she has staged hundreds of homes in addition to teaching home staging training. Gould is the author of several home staging resources including a series of popular ebooks made up of a Design Guide, Color Guide and Portfolio Guide. For more information about Debra Gould visit stagingdiva.com. - Visit Staging Diva's Website |
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