If you think the job you’re hiring for hasn’t changed in the last five years — or even in the past year — then it’s probably just about the only thing in your facility that hasn’t.
When it’s time to recruit, hire, and onboard, the most common approaches are routine and rote, prone to misjudgment and error. The process is costly and, in the end, unfruitful.
This failure begins at the very first step: writing the job description. If you think the job you’re hiring for hasn’t changed in the last five years — or even in the past year — then it’s probably just about the only thing in your facility that hasn’t. Learn to pinpoint what you really need from a new hire in order to properly compose and position the job description.
Here are four suggestions:
- Know what you need now, but also envision the future -- Think of the job as an s-curve, with lots of room to grow in the role at the low end of the “s” and high proficiency but little potential at the top end.
- Understand the hiring contest -- Filling a job is a growth opportunity for the business, not just for the individual; the best fit is found when it captures growth for both.
- Avoid limiting language -- Test the language you use with a diverse group of individuals before you post. They can help illuminate your blind spots.
- Think about meaning -- People want to contribute, to feel energized and passionate about what they do. They want to be inspired by ideas that can help solve problems and meet needs.
To learn more, read the article, “Write a Job Description That Attracts the Right Candidate” in the Harvard Business Review by Whitney Johnson, career coach.
To advertise for the perfect candidate in Periop Today, contact AORN’s Cathleen Corbin.