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Job Search
| Written by Ger McInerney |
| Wednesday, 31 March 2010 01:02 |
|
Depending on the size of your organization, your Human Resource function, may be full-time, outsourced or handled by another internal person with alternate duties. Identifying the requirement for a new resource within your organization is a very difficult and complex process and requires great vision and skill to determine the exact performance requirements of the new resource. Writing the job specification will usually encompass the duties of an existing role embellished by a number of "I would love the person to also be able to do this" extras, resulting in an ideal scenario perfect person, but in reality not 100% attainable.
We have seen many different types of job specs over the years ranging from the four page epistle to the back of the cigarette pack and everywhere in between, bespeckled with the usual banalities such as "must be self starter", "team player", "able to work on own initiative", "excellent this, that and the other skill" etc..etc. What we very seldom see in a job spec is the culture of the organization, which is why we take the time to meet all of our clients to fully understand the bits that never make it to the job spec. Without this insight, we are not in a position to dedicate our considerable sourcing skills to satisfying the client organizational need.
You'd be amazed at the number of clients who call looking for a resource but are not prepared to take the time to set up a meeting. We encourage all of our new clients to take an hour from their schedule to show us their organization, how it works, the culture and most importantly where it is proposed that the identified resource will slot into their organization. So.. our process starts with refining the job specification to incorporate ALL of the requirements of the Client organization. |
| Last Updated on Saturday, 04 February 2012 15:25 |
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