We’ve noticed an increasing trend of employers advertising or recruiting for more than 1 job role merged into one, are businesses and employers expecting too much from their candidates?
Too many job roles wrapped up as one!
For the past few months we have noticed employers and businesses trying to squeeze as much as possible out of one job role. We are all for efficiency and maximising the return from each employee, but by trying to merge two or more job roles into one, does it reduce the effectiveness of the employee?
One thing for sure is it reduces the likelihood of recruiting. The more ‘must have’ skills an employer insists upon, the smaller the talent pool gets, especially if the skills come from across more than 1 job role. Worse still the quality of candidate reduces too.
IT/Web Designer example.
One job we recently looked at for a client was a hybrid of a technical support job role linked in with a PHP development role. It seemed as if the client had 2 job vacancies but only wanted to pay for one! Every company has a budget and in tough economic times everybody has to do their bit to ensure that efficiency has improved.
The problem with what this job role entailed is that it’s extremely difficult to recruit what the client needed because any PHP designer probably wants to apply for a role that best utilises their skills, an IT tech support candidate wants to do the same. The skills, although related aren’t interchangeable. A person who can fix a laptop, install the latest app or troubleshoot IT problems can’t necessarily code the latest generation of company website and vice versa.
For this example the company surely can’t win. Whilst we would never advise how a company should run their business, we do know recruitment and how to get the best talent in the best roles. In the long run this company would have been better recruiting for 2 separate roles, even taking one person on as an apprentice or junior grade if budgets are tight.
Our Quick Guide To Getting The Right People In The Right Job.
Create a job spec – Sounds simple enough. Businesses and hiring managers, please, please resist the temptation to add as many ‘essential’ requirements to the job spec as you can. Sure add the relevant experience that you absolutely can’t live without, but keep unrelated skills off the job spec. The more irrelevant requirements not essential to the core job role you add, the closer your candidate pool gets to zero.
Expect top quality candidates for a top quality role – Businesses should expect the best candidates for a role. The only way to achieve this is to be realistic about what the top candidates can offer in relation to a well-defined role. If you advertise a jack of all trades type role, you know what to expect.
Deliver what you say you can deliver – Absolutely nothing turns candidates and recruiters off from your business more than a constantly changing job spec/role and a poor recruitment plan. Don’t expect candidates to apply to a job role that doesn’t know what it is. Don’t expect recruiters to treat your job vacancy seriously if the role changes all the time, candidates are not dealt with quickly and effectively, or the hiring business is undergoing a restructure or some other internal change. It reduces the chances of hiring to nothing.
Above all else get professionals to recruit for professional businesses – Everybody has heard the phrase, ‘if you are going to do something do it right first time’ Yet how many businesses do this with regards to recruitment? It isn’t a difficult thing to do, but it can be if your job spec is unrealistic, you don’t have a recruitment plan and your company doesn’t come across as a serious player.
If you need help with regards to recruitment, we can set you a plan and work with you so that candidates see your company as the best place for them to progress and learn in a rewarding, well structured job. Both your company and the candidate will benefit long term.
Why not contact us today, our advice is free and best of all you get to set your own recruitment prices.