Specifically what outcomes must be achieved through the position within what time frame and against what performance standards.
Two:Â Â Â Candidate Selection Criteria â€“ These are the performance based, job-related skills, talents, abilities, education and experience a qualified candidate must possess in order to perform successfully on the job.
The operative words are â€œperformance based, job-related â€¦.â€ Unfortunately for many Recruiters, they automatically accept the clientâ€™s job description as being valid.
â€ â€œAgainst what specific performance standards will these be measured?
â€ Since your Client may not have experienced this line of questioning previously, be patient and work them through it.
Additional questions that should be asked when validating the job specifications include: â€œIn specific terms, what functions must be properly performed by this employee in order for them to produce the desired results?
â€ â€œWhich of these functions are critical or essential and which are supportive?
First of all, donâ€™t confuse the job description with the search/job order.
The job description is a very important component of search/job/order because it is composed of two essential elements: One:Â Â Â Job Specifications â€“ These define what constitutes successful performance on the job.
Most Recruiters are familiar with the term â€œqualifyingâ€ the search/job order.
However, validating the job description is an important part of that process and, many times, the Recruiter only completes this crucial task in a superficial manner.
Remember The objective is not just to fill the position.