The importance of “positioning” the position

The importance of “positioning” the position              

We work with small and medium-sized companies.  Our clients’ employees often wear multiple hats, sometimes performing more than one key function. 

While many employees like having diverse job duties, it is critical to thoughtfully define jobs in your organization.  A well-defined job makes it easier to recruit candidates with the right skills who are engaged in their work - and happier!    Here are a few examples that demonstrate the importance of positioning your positions.

Combining two incompatible jobs:  A recent online job posting sought a Controller / Administrative Assistant.  While many candidates are willing to pitch in where needed, these jobs are clearly mismatched.  First, these two distinctly different positions in one would be incredibly difficult to recruit for.  It’s unlikely that someone with a controller-level skill set will want to work in an administrative job.  Second, where would you set the salary?  A Controller won’t accept an Admin level salary, and if you pay a Controller-level salary you will be overpaying for the job’s Admin hours.   A better solution:  hire two part-timers. 

Combining seemly similar duties.  More common than combining two completely different jobs is bundling seemingly similar duties that require different skill sets.  For example, a customer service position focused on detailed order entry that also participates in outbound prospecting.  Ouch!   It is important to consider the type of person that will be happiest in a role.  The customer service role calls for a friendly and accommodating individual that is collaborative, detail oriented and service-focused.  An outbound caller requires higher assertiveness. Be sure to combine tasks that align with the type of personality best suited for the duties.    

Job level.  Deciding on the level of a position is critical to attracting candidates.  While titles may not play a big role inside an organization, titles can make or break interest in the job.     For example, a company might go to market advertising a staff-level position when in reality they seek Senior and even Manager experience.  This typically happens because of fear that an elevated job title will upset the apple cart with one or more employees.  The strategies that come into play in making a decision on “level” will include years of experience, comparison to industry trends for the job function, compensation considerations and the available candidate pool.

If you are hiring and are not finding applicants a fit for the position, or if you are in the process of putting together a new position in your company, reach out to us for a no obligation conversation about the position.  Also, keep an eye out for our upcoming blogs and videos.  More tips to come targeted at breaking down hiring and demystifying recruiting in today’s ultra-competitive job market.