Читать книгу Employee Management for Small Business - Lin Grensing-Pophal - Страница 15

When you are determining hiring criteria, you will need to examine experience, education, intelligence, and personality requirements. By establishing these requirements objectively through the use of job analysis, job descriptions, and job specifications, you will eliminate bias that might be caused by personal values and will be able to look objectively at traits tied directly to performance of the job.

As you define selection criteria, you will need to look at the recent job performance of the former employee and isolate two or three characteristics that have had the most impact on his or her successful job performance. Before you begin your search for qualified applicants, consider the following:

• Education. What level of education is necessary to perform effectively in the position? High school? College? Special training? Will job performance require any type of special certificate or license? Be careful here. What you need to do is identify the minimum qualifications required, not what would be nice to have. While you may think it would be great to hire someone with a master’s degree to head your bookkeeping staff, requiring a bachelor’s degree — perhaps even an associate’s degree — might be most appropriate.

• Experience. How much previous, related experience should a new employee have? Will training be offered on the job? Experience and education requirements are often tied together: i.e., “Bachelor’s degree plus a minimum of three years’ experience in the field.”

• Physical requirements. What specific physical skills will be necessary? Manual dexterity? The ability to lift ___ pounds?

• Personality requirements. Is this a position that requires close adherence totight deadlines? Overtime? Ability to work with a variety of personality types? Ability to negotiate?

Be careful that each requirement you identify is specifically job related. This can help you avoid potential problems later. For example, a job-related requirement for a typing position might be the ability to type at least 60 words per minute. Requiring that the candidate be female or have a master’s degree might not be job related.

Don’t make these job determinations in a vacuum. Ask other members of the organization for their perspectives. If appropriate, talk to the person who is leaving the position. Ask colleagues at other organizations for their insights and experience.

Once you have taken these steps in identifying and defining specific requirements of the position, you are ready to move on to the next step — recruitment.