Today let’s focus on the next steps after you have fully defined your position and needs.
- Write a job description.
- Salary or contract.
Now that you know what you need it is 100% logical to write it down, yes write it. Start with this format which I use for every position:
- Location
- Job Title
- Reporting Manager
- Overall responsibilities (essential responsibilities)
- Technical and Educational Requirements
- Industry/experience Requirements
Location: where will this person be employed? Is it functional to be a remote position or in office position.
Job Title: Simply put, what are you going to call this role. Ironically enough this is one area startups and small orgs get wrong. Make sure it aligns with the responsibilities and organization. For example, you would not create a job title that indicates specialization or authority if the responsibilities do not match. (Eg: Receptionist vs. Call Center Manager)
Reporting Manager: Who will oversee day to day ops, counsel employee, measure performance and define work load.
Overall responsibilities (essential responsibilities): What will be the daily, weekly and perhaps monthly activities of this position. Define them along with communication needs with customers, fellow co-workers and define out specific report deliverables.
Technical and Educational Requirements: Define if a degree is required, is a certification preferred or required and if there needs to be a certain technical skill set the candidates will be qualified to have. This is a key item that will be used when you place your job positing. But more importantly helps to define the pay scale – entry level, mid-career level etc.
Industry/experience Requirements: Many positions look for work experience over educational ones. Look to see if you need things like: customer service experience for 10 years or perhaps 2 years of experience with budgets.
You see there is a lot that goes into properly planning and outlining the position. Think of this as a blessing not a punishment. What you put on this job description will be used for job postings, employee on boarding and will help you define your org’s structure as you grow.
Step 2 is Salary or Contract.
OK this will be easy! I promise! Do you want this as a short term position or long term? If short term, I advise a part time employee with no benefits but you may need 40 hours a week. If you need over 30 hours a week but do not want to provide benefits AND the job will last for 12 months or less, go contract.
On the other hand, if this is a permanent position need you will evaluate if this should be salaried exempt or salaried non-exempt (hourly). The key to distinguish is an exempt position makes decisions while the non-exempt does not; they follow specific procedures and escalate through the org. The non-exempt staff classification will also come into play for technical help desk structures who are on call.
Keep in mind there are plenty of online resources that allow you to search salary ranges based on titles. Make sure you select a compensation based on your budget and job duties.
