It’s not an unfamiliar scenario: a recruiter spends weeks working to find talent for an open role. They provide the hiring manager with information about several candidates. After reviewing the applications, the hiring manager doesn’t think a single candidate fits the bill. This could’ve been avoided if the hiring team had come to a consensus about what they need using a Job Profile.
We all know that to find the right talent, recruiters need to know what’s required in an open position. If there’s not a consensus or understanding between the recruiter and hiring manager about those requirements, the task of finding a good fit is next to impossible.
Lack of consensus creates frustration.
According to an article from the Society for Human Resource Management (SHRM), many recruiters say they need more comprehensive details from hiring managers. They need to know which requirements are the most important, and which skills are must-haves for open positions.
Getting to a place where consensus is possible may seem challenging; however, job analysis and job profiles are tools that enable an organization to make smarter, faster, and more efficient hiring decisions.
Job analysis enables access to talent.
To hire employees whose skills and abilities match the organization’s needs, the hiring team must have a clear understanding of success. Recruiters and hiring managers alike should have information that indicates what personality traits and problem-solving abilities are required for someone to succeed in a given role. Job analysis offers a way that hiring teams can identify what competencies ideal candidates should possess.
For example, in relation to Berke’s scales, Sociability is critical to success in a sales job, while Structure is key to an administrative assistant’s ability to perform. If a candidate for an administrative assistant position demonstrates strength in Structure, the hiring team has a data point they can use to evaluate if that candidate might be a good fit.
Empower hiring teams with job profile data.
Each job requires different skills, personality traits, and problem-solving abilities. Based on job analysis, you can create a hiring profile for each position you need to fill. During a pre-hire assessment, those hiring profiles can be used to evaluate if a candidate meets requirements.
Job analysis is an essential step in not only helping recruiters and hiring managers reach consensus, but it’s also a solution that enables a timely, accurate process. Ultimately, those are hiring managers two top priorities when it comes to hiring: speed and quality of hire.
Job analyses and hiring profiles ensure that recruiters, hiring managers, and candidates all understand what’s required for success. When organizations put these tools to use, they’re empowered to quickly assess candidates and identify the top talent necessary to fill an open role. Suddenly that frequent disconnect between recruiters and hiring managers isn’t so familiar. In its place is a hiring environment in which systems and tools support everyone involved.