Text-to-speech reader:
As a business owner you are probably thinking that you should be using your time to be focused on sales, but job descriptions are an important aspect of the business. They are imperative to ensure the successful operations of your business, enabling you to recruit the right person for the job and so, allowing you time to work on what you need to.
Your job descriptions should be treated as some of your most important documents. If you have a marketing team get their input and use their creative flare to create a welcoming introduction for potential new employees.
One useful tool is to check in with current employees, share a copy of their job description and ask for their input to make amendments. No one knows the job better than the individual currently in the roles. This is a very useful way to review and edit your description. It creates a level of transparency and honesty with potential new employees for when you are going to market, plus keeps all up to date at the time of going live with the vacancy.
State the title of the job you are recruiting for
State if part time / seasonal / full time / permanent / temporary.
This is part of being open and transparent with candidate from the beginning of the process. This will influence a candidate whether to apply or not. Research the market before posting.
Remember be transparent! An overall synopsis of the job which highlights the skillset and experience the person applying will need to be able to undertake the job.
Keep this minimal if not a managerial position which requires financial knowledge and experience. Our industry is about people, therefore for all other role within the hierarchy, communication and front-facing people skills are what many employers seek.
Advise that on-the-job training will be provided; by being open and minimal on this you are welcoming potential candidates from all backgrounds, and market segments to apply.
Remember: The skills needed to complete many tasks in our industry can be taught!
If required to do multi-site travel, indicate this as expectation from the outset.
Outline hours of work. In line with the Wellbeing Promise Point 7 employers must be open to flexible working; where you can offer a range of shift patterns with reasonable notice on change. Include the overtime policy.
Give a background into the company and the workplace culture. Why would someone work for your company over next-door?! Know and use your USP.
Advise the candidate who they report into – Head of Department or General Manager?
Do not include uniform, free meals, or holidays entitlement. These are all expected from hospitality employers. A uniform is needed for work and holiday entitlements are a legal obligation. Benefits being sought after are healthcare, gym, discount partnerships etc.
Hospitality Ulster offers a great reduction on Healthcare options for members and their employees, making this cost effective for employers to add to their portfolio of perks, allowing them to be competitive on the recruitment market.
The organisation should include contact details for the person recruiting the job. Adding in a name offers the personal approach rather than a generic HR email address. Adding a telephone number allows the candidate to follow up on their application.
Candidates want to join a company that will develop and enhance their skillset. Not only is it crucial for retention but it also meets the Wellbeing Promise point 6 where employers pledge to identify training and development opportunities for team members at all levels and promote these to your workplace.
Let candidates know that having access to a vehicle and a full driver’s license is essential if travel is involved. If international travel is required, ensure you have this listed and advise potential candidates that an in-date passport is required.
It’s important to ensure you have a closing date listed on your advert. This gives potential candidates an idea of time frames to prepare their CV’s.
Note: Try and avoid deadlines on a Thursday or Friday. Both are busy days for hospitality and tourism as they prepare for the weekend. Tuesday & Wednesday allows for rest after the weekend and provides time to update and submit their CV’s.
In summary: A badly written job description is worse than none, ensure you have covered all bases before going to market. According to online job board Indeed, 52% of job seekers have admitted the quality of a job description influences their decision to apply. Straight away you could be limiting yourself to 50% of your target market!
A good job description will also have a major impact on your employee retention and satisfaction, as employees will have been made aware of expectations from the start of the application. It is crucial you avoid misunderstandings that can be brought up after the hire, causing problems for both employer and employee. A well curated job description lowers the chances of your employees feeling misguided or leaving, as they have been equipped with all information at the time of appointment.
One final recommendation, please do not leave yourself liable by not making your role inclusive and eliminate any references or potential wording for bias discrimination throughout the hiring process.
Always ensure your job description is legally compliant, which equally complies with Point 2 of the Wellbeing Promise to promote a diverse and inclusion policy within your organisation.
Keep language simple, welcoming and make every word count!