by: Kimberly Kenner

Can you envision your ideal recruit? Will they fit your profile of success?

What is a Job Description? What is a Success Profile?

1. Job Description Definition: A job description or JD is a document that describes the general tasks, or other related duties, and responsibilities of a position. It may specify the functionary to whom the position reports, specifications such as the qualifications or skills needed by the person in the job, and a salary range.
2. Success Profile Definition: A success profile is a tool to use to encourage maximum fit between the employee and job required. Developing the profile is a process which allows you to quickly and accurately identify the competencies and motivations needed for successful job performance

Shifting your thinking.

Let’s explain briefly more about the use of the Success Profile instead of just a job description:

1. The goal is to shift your recruiting conversations away from just job duties but to provide specific measurable goals that tie back to your business needs and company objectives.
2. When we spell out specific short- and long-term goals for a new hire to accomplish, and the competencies and qualities that a recruit should have to be successful you will get a better sense of who you’re hoping to hire and who you’re trying to avoid. This Success Profile for the candidates helps them determine if they even want to do that kind of job. They read it and think, that is me, that is my job, or they read it, and opt out faster than you can say the job title.
3. A job Description is meant to be brief. An overview of the requirements for the job.       (“Organized, Proficient using MS Suite of apps”)
4. As you can see a Success Profile, would talk about your company, how the position fits into your organization, and what do you want this person TO DO once they are on board. You can even take the Success Profile and use as a guideline for future performance evaluations.
5. By completing the Success Profile you spell out specific short- and long-term goals for a new hire to accomplish. The next step to consider is the competencies and qualities that a recruit should have to be successful in achieving those goals. By identifying the critical performance areas you will get a better sense of who you’re hoping to hire and who you’re trying to avoid.
6. Here is a list of questions that can help you hone in on just the right skills needed for the position. It is best to ask these questions of the hiring manager and also, if possible, someone with similar job responsibilities. Consider these questions:
   1. Can you define the necessary skills and qualities? Are they a must?
   2. Can the goals be met without them?
   3. What other skills do they possess?
   4. What technical expertise will they need?
   5. Is specific knowledge required?
   6. What experience will best match your position?
   7. Are you being fair?
7. Here are some additional questions to help build the Success Profile.
   1. What would you like this person to accomplish in a year from now?
   2. How will you measure their progress in 2 weeks, 1 month, 3 months, and 6 months from now?
   3. What are some specific measurable goals you want them to reach? How does this help your business?
   4. How would it hurt your business if those goals are not met?

Armed with a complete Success Profile and the newly-created list of vital knowledge, skills, and attributes, your hiring staff will have the tools to be clear about who they want to hire and what the new hire can expect on the job. Not only that, you will have laid the groundwork for writing pertinent screening and interview questions.

You are ready to start your search!