As a HR department have you thought about ways to build further value into your relationships with both your internal existing and potential clients.  Do you sometimes wonder just how you can influence the way that things happen around ‘here’!  Adding value is especially useful at a time when they don’t actually have an immediate need and you are looking for worthwhile reasons to stay in contact. 

The cost to you and the your internal client initially is just time!,

It is possible to add value to your clients by helping them get clarity around job roles? Understanding the hard/technical skills of a role is usually an easy exercise. Although sometimes help is needed here as well. However, what about all the other parts. The soft skills, the personality, individual preferences.

What happens when someone who is very good in certain areas of work is placed into a job that does not match their abilities, their preferences or their personality?

Sometimes people are high performers in one area and are recruited to an area that takes them out of their comfort zone. Sometimes the best salesperson who excels in dealing with customers and prospects struggles with the management skills of data management or interpreting reports. Sometimes the best IT person who can take complex issues and produce manageable workflows struggles with managing people or just doesn't want to do that. 

So how do you know if a person will fit the job?

SEE HOW EASY IT IS

Here is an interesting exercise to do. Get 3 - 6 people who are familiar with a role, current or one that is being developed, and ask them to come up with what they see is the ideal profile. We can set this up so that it only takes around 10 minutes of input from each person. You can then compare the results of each.

Guess what. Some components will match others will not. This then needs to be discussed/debated using the logic of the Prevue report that will be produced. If people recruiting for a role can't agree on what the profile should be it will make it difficult for someone coming into the role. It probably also makes it difficult to fully understand the recruitment needs. 

You facilitate the discussion between the contributors using the Prevue document. I can help you with this.

Click here for the document, produced by Prevue, that explains the various components to be considered when designing an ideal job profile and what each of the components means. The best part is that it is plain English that could be understood by any person involved in setting up a benchmark for a role.

To get a benchmark to this stage only costs time. Even when activated when needed the investment is small. Think about the cost of staff turnover, and the negative impact of putting someone into a role for which they are not suited, and the time cost is minimal.

To set up the first profile, all you need is a job title and the names and email addresses for 3 - 6 people who could contribute to the input.

Once benchmarks are in place it is very easy and low cost to activate them and start using them as a tool for recruitment. This avoids the stress of last-minute input and rushed and ill-conceived job roles when an urgent need arises. Your clients will thank you for taking the pain out of their lives. 

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