Effective ReCrewtMint® and Retention Process – Position Description

How many times have you recruited new people into your organization and you did not exactly know what you want them to do? Or should I ask how many times have you been recruited to fill in a role without knowing exactly what you were supposed to be doing? Possibly many times, right? So how would you like to clearly define a position and have their full commitment?

Now let me tell you about something that a large number of businesses and business owners totally ignore in their business and those that have them don’t fully utilize them at all or utilize them enough. I am talking about something that is so simple yet it is completely ignored by the large majority of businesses out there especially the entrepreneurial ones… I mean it is one of the fundamentals of the “The ReCrewtMint® Process”. Let me say that without it the entire “The ReCrewtMint® Process” will collapse like a house of cards or like that house which was built on the sandy shores of dreams where, at first sign of a storm got washed away into the dark deep seas. I cannot stress hard enough for you to focus on the importance of what this is! It is a basic thing… it is a “Position Description” or a PD (for short) for a specific role which you want to fill.

PD is really a simple yet well defined document that lists key and critical items that the person must meet in order to fulfill the role, and the business needs.

Here are the 5 main parts that make a good Position Description:

1. Position Summary

• Title of the Role – give a clear and concise title here e.g. “janitor”
• Position Reports – who reports to this position and who does this position reports to
• Minimum Age – there is a legal requirement for this check with your local authority. Some roles cannot be occupied by minors for example
• Employment Arrangement – e.g. contract, casual, part time, etc.
• Benefits – such as Super or 401K, Insurance, etc

2. Job Duties and Responsibilities

• General Duties – list all the general duties that this role will need to perform
• Specific job duties – anything that is specific for this role
• Responsibilities – where does their responsibility start and where does it end for example for a team leader role clearly define what their responsibilities are towards their team e.g. Team Development, etc.
• Accountability – what are they accountable for in this role for example if they are a team leader are they accountable for the performance of their team members

3. Health & Safety Requirements

• Does this job require that the person be able to lift certain weight (legal lifting weights vary from country to country)
• How to comply with the OHS
• Ensure that hazardous conditions, near misses and injuries are reported immediately to the supervisor

4. Presentation, Skills and Qualities

• These are specific to the role such as if you are in direct customer service; you probably want the person to have certain qualities such as being courteous might help.
• Do you have a dress code – watch out for anti discrimination laws for religious reasons for example a headwear of some sort!

5. Employment Termination

• List here the rules under which the employment will be terminated, for example you might have zero tolerance towards any type of discrimination, obviously after following a due process to of investigation.
• Something showing up under the influence (drugs, alcohol, etc.)
• Anything that you might want to consider that would be specific to your industry such as personal hygiene
  

6. Acceptance and Disclaimer

• In this section you want to make sure the candidate has read and understood clearly what the role expects from them, so include details that clearly says that and that they are not signing a contract
• Allow for the candidate to sign it and print their name
• If under age ensure that the guardian of that minor has read and approved the duties of the role and get them to sign it too.

These are the main elements of a good Position/Job Description surely you'll find that the above information will serve you very well in your business when your crew member comes in and no I will not do that particular task, and you can always turn to the PD for support.  As you grow and the roles change with times ensure that you keep it up to date.

In Part 5 of this series of articles we will cover the creation of a Advertisement for the Role.

With much love.
Joseph Warda
Active Business Coach
Train, Facilitate, and Grow!
joseph.warda@activebusinesscoach.com
www.activebusinesscoach.com
Active Business Coach
+61-4-1428 3098