How To Hire The Right Person for Your Startup – Creating a Position Description

Step 2: Creating a Position Description 

In the hiring process, we identified in our previous blog that evaluating your current workforce is the initial phase to hire the right person. Now that you have recognized the strengths and gaps in your team, you can document in detail what role is needed to complete your team’s needs. 

A position or job description contains the following elements: 

• Job title 
• Job purpose
• Responsibilities 
• Supervisory Responsibilities (if applicable) 
• Required Qualifications 
  • Education/certifications 
  • Years of experience in a given industry or field 
  • Knowledge, skills, and abilities: What level of knowledge is required to get the job done  
    • Working knowledge 
    • General knowledge 
    • Advanced knowledge 
• Preferred Qualifications 

To post the job description on job boards and attract the ideal candidate, you must also include: 

• A summary of the company 
• Why must candidates apply to your job posting 
• Benefits that you offer your employees 
  • Fringe benefits 
  • Learning and development 
  • Employee wellness 

Along with the tangible knowledge, skills, and abilities, you must also internally define what type of person will “fit” within your organization – some things to consider include:

• Are you looking for an A player or B player? 
• What motivates your ideal employee?
• What type of person thrives in your organizational culture? 

Keep in mind that the more diverse your employee pool is, the more innovative your team will be. 

Once you have drafted the job description, the next step is to create a sourcing strategy, for how will you attract the candidates to apply for the job.  

BurgeonHR can help ease your Talent Management process, reach out to us here.