So you have made the decision to recruit a member of staff, but what for?
Lets face it; If it’s a short project to get a specific task done its probably likely that you can make some time to verbally instruct the person who’ll be doing the work, and supervise them closely enough to make sure they’re doing the work to plan. But what if you haven’t got the time to train them in any detail after the first day and you can’t commit to supervising them on an ongoing basis.
I recently worked with a company who had been established for a number of years, had a core of 20 staff and a seasonal usage of 150 temps for labour. They didn’t have a job description (nor a contract of employment – but that’s another blog post) and had had all sorts of problems with staff retention.
There are employment law issues to consider here, but at grass roots level, how can you expect someone to function well in a given job without detailed information on all aspects of the role. They need to know where they’ll be working, what times they’ll be working, what lunch breaks they are entitled to and what functions they are to perform.
If there’s no information readily available to them, how can they do the job properly, how can you manage their performance in the role and how can you recruit another individual to do the same job role? (and be confident it’s the same role).
Something to think about isn’t it? A bit of time invested up front to make sure you have a job description for every role being performed in your business will ensure you get the right members of staff doing the right things.
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