Danny, our next door neighbor, is a journeyman cabinet maker and wood worker. It’s fun to come home and see the latest project being crafted in his driveway. But beautiful products don’t happen without some careful planning. Danny is an expert who knows to measure twice, cut once to avoid making a costly, time-consuming mistake.
A frustrated customer–let’s call her Jan*–called one of our recruiters the other day. The employee we had helped her find–let’s call him Pete–wasn’t working out as well as she had hoped. After asking a few questions and doing a lot of listening, our recruiter figured out two things about the situation:
If you’re like some employers, you may be saying, “Why do I need a position profile? I wrote a job description already.” Let’s outline what a position profile involves and how it can save you some pain on down the line.
According to BusinessDictionary.com, a Position Profile is “a description of a particular work function that includes the elements deemed necessary to perform the post effectively. Specifically, a job profile developed by the personnel department of a business might include such things as job responsibilities, required qualifications, advancement prospects, and the initial hourly pay or salary associated with the position.”
At Amtec, we have a different take on the Position Profile. Beyond a job description, here’s what a Position Profile defines:
a. The mission of the position (the central objective your new employee must achieve to be successful)
b. The responsibilities of the position
c. The competencies required for your employee’s success (click here for more about a free behavioral interview guide)
d. SMART goals: Outcomes/Results for the first 30, 60, 90, and 180 days
e. Education and Experience required by your new professional
Had Jan taken the time to write a position profile, two things probably would have occurred:
Are you currently interviewing to add a new employee to your team? Have you taken the time to write a position profile? Remember the saying, Measure twice, cut once. Spending two or three hours to really think through every aspect of your open position before advertising your job description may seem like too burdensome a task right now. But ultimately, it will prevent you from wasting time, grief, and dollars on either trying to bring your mishire up to speed or, worse, having to let him go and start your hiring process from scratch.
*all names are fictional to protect anonymity
Do you need help acquiring top contract or direct hire professionals? Let Amtec find you the best candidates, set you up to successfully interview them, and assist with offer negotiations, reference checks, and background checks. Click here or call (714) 993-1900 to start your search.