Replacement and job description


The job description

The job description defines the missions and expectations required for the expected function within the company. It is scalable and serves as a support for annual interviews. It also makes it possible to establish a map of the team’s skills with regard to that necessary for the life of the company. By gap analysis, this determines the uncovered areas and / or any overlaps. The internal skills development plan can thus be identified and justified.

Replace a retirement or resignation

The job description follows the employees and is enriched by achievements over the years. But the job description is also a support for recruitment announcements that the company may publish. So, in the event of someone leaving the company with seniority, it is not uncommon to find advertisements looking for the 8-legged sheep (and more). In fact, the research focuses on the clone of the person to be replaced, with an exhaustive list of all the skills acquired by the previous occupant over many, many years. You might as well look for a needle in a haystack!

Identify vital functions

It is therefore essential to go back to the basics of the job and define task distributions that are different from what they were. Or integrate a plan to increase the skills of the new recruit and therefore accept a latency in the functions managed by the predecessor. To mitigate the phenomenon, a period of “tiling” can be planned, but it generates for the company a double budget on the function for a given period. In short, the solution is probably a mixture of the previous points and the choice will be dictated by a management of the risk incurred by the company.

The “Enquête”

On the platform the job description or the advertisement is called a “enquête”. The recruiter will thus define the scope of technical skills, interpersonal skills, experiences, education, budget allocated so that the recruitment assistant can take action and analyze the profiles that apply for the proposed position. The rule of returning to vital functions is also in order to give oneself the chances of quickly finding a candidate profile. The analysis engine has an elitist analysis logic and it sometimes happens to be surprised by the ideal fit of a candidate with the published enquête. It just goes to show that finding a needle in a haystack is not impossible. You just need to equip yourself with the right tools, such as a magnet for example. And would just like to be the recruiter magnet (no pun intended ;-)).

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