Job Specs for an Executive Position in AdvertisingOne technique I use to stay up-to-date on the requirements of various kinds of jobs is perusing position descriptions in recruitment ads. Having read a recent column by Paul Gumbinner, a recruiter in New York who specializes in helping ad agencies and companies fill executive positions, I realize how much additional detail I would be privy to if I had access to the sort of detailed job specs Gumbinner seeks from the people who engage his services.
For Gumbinner's purposes, a well-drafted job specification is "a thorough description of everything having to do with the job and the proper candidate." He offers seven tips for getting the job spec right:
- Make sure the job spec contains a complete description of the duties, responsibilities and nature of the job. Include the reasons why specified skills are necessary.
- State why the job is open. "Is this a new position? If so, what circumstances created the need to hire? If this is a replacement, what circumstances led to the need for change? Is the replacement an upgrade or a more junior position? What was lacking in the previous hire?"
- State all requirements that go along with the job, e.g., a need to travel a certain number of days per month.
- Spell out the pros and cons of the job and all the known issues the person filling the job will face.
- List a candidate's likely career path, as well as the complete reporting structure associated with the job.
- Explain how performance is evaluated.
- Check that everyone is in agreement with the job spec. "Ever get someone completely through the interview process only to have the candidate rejected on a final interview? Don't waste that time. Make sure everyone including the final interviewer is in agreement with the specs."
Labels: Hiring and getting hired