Do your employees know the extent of their responsibilities? This may seem like an odd question because it can be difficult to imagine they’d be able to do their jobs if they don’t know their responsibilities. The truth is they may have enough of an idea to fly under your radar, but a detailed job description with clearly outlined responsibilities could provide them with enough guidance to truly excel. Through TAB meeting discussions, I’ve noticed that many business owners who don’t provide defined roles or job descriptions are frustrated with their turnover rate.
Some indicators that your employees could benefit from updated or detailed job descriptions are that they don’t improve from one evaluation to the next or they show a lack of enthusiasm or initiative. Additionally, unclear roles and responsibilities can lead to confusion among your team, and some members may even feel like they are picking up the slack of others, which can lead to low employee morale. Here are just a couple benefits I’ve seen businesses experience when they document job descriptions:
How much freedom do you want your employees to have in regard to how they complete their required tasks? If you trust that your employees are qualified and don’t need micromanaging, they may in fact do a better job if they’re given as much independence as you can offer. You can describe each of their tasks as much as you’d like: use more details for tasks that require them to follow stricter processes and less details for tasks that allow for more autonomy.
When employees have a clearly communicated idea of what tasks they are supposed to complete and who they report to, they are likely to spend less time worrying about whether or not they are adequately meeting your expectations. Because one in four Canadians leave their place of employment because of work-related stress, the boost in confidence that comes with knowing what’s expected of them can help decrease your turnover.
If you agree that providing your employees with detailed job descriptions might be in their and your business’s best interest, here are some sections you may want to include:
- Job Title
- Job Description – List all duties and tasks that the employee is responsible for in order of importance or anticipated time it would take to complete the activities.
- Reporting Structure – Do your employees know who they’re responsible for and who they’re meant to report to for each specific task? Having it all down on paper leaves little room for error.
- Experience and Skills – If your employees have already been in their position for a while, they likely have most of the experience and skills they need. However, reading this job description may remind them of a task they weren’t aware of or remind them of some skills or programs they may want to brush up on.
Another plus of providing all of your existing employees with detailed job descriptions is that you have them on hand in case you need to hire replacements. When interviewing job applicants, you can ask questions tailored to the job description to ensure you hire the most qualified candidate.
If you’re curious to know how other businesses format and communicate job descriptions, contact me today to join a TAB peer advisory board.
If you’re anything like many other business owners, the thought of going through your recruitment process leaves you feeling drained. Needing to hire a new employee is like being stuck between a rock and a hard place: you need the position filled to keep your business running smoothly, but the time it takes to fill the position with a qualified candidate keeps you away from ensuring your business runs smoothly.
What makes matters worse is that even after you’ve hired a suitable candidate, as much as 25 per cent of new hires leave within 45 days of their start date. When businesses express their frustrations of how much time they spend recruiting whenever there’s turnover, I always suggest practicing continuous recruitment.
Continuous recruitment is simply being open to recognizing talent when you see it, even if you’re not currently hiring. This often takes the form of welcoming resumes and regularly reviewing them in order to stockpile potential candidates as “back-ups.”
Here are just a few reasons why I suggest you consider ongoing recruitment for your business:
Shorter Position Vacancies
Acquiring job applications from candidates with the right qualifications can take weeks – weeks you save by keeping your application channels open at all times. You can save even more time by using an Applicant Tracking System to help you filter out unfit candidates.
Finding Unexpected Talent
Even if you don’t currently have a vacancy, what if a resume comes across your desk that defies all reasonable expectations? Do you risk missing out on possibly one of the best candidates you’ve ever had or see if there’s some way to work with this person? Consider keeping around such exceptional talent as a freelancer until you can find a permanent place for them on your team.
When it’s time for you to hire a new employee, there is no harm in contacting an applicant that applied weeks or even months ago. If they are no longer looking for employment, perhaps they might know someone equally or even better fit for the position. Was it their education or involvement with an association that appealed to you? Consider connecting with the school or association to look for other candidates.
Although there are steps you can take to prevent turnover or ensure you hire the right candidate the first time, it is best to always be prepared for turnover. Practicing continuous recruitment can be as simple as having a message on your website’s “Careers” page that states something like this:
“Please note that we are not hiring at the moment. However, we are always looking to recruit top talent. For general consideration, please send your resume to email@example.com and we may reach out to you should a relevant position become available.”
To find out how other businesses carry out their continuous recruitment efforts, contact me today to discuss joining a TAB advisory board!