Lifecycle Of An Employee

Growing a strong successful business is at the heart of every restaurateur. The sobering truth is that constant employee turnover robs business owners of the time needed to focus on growing their business. It is the number one issue that restaurateurs face in the nation today.

In the coming weeks we will follow the “Lifecycle of an Employee” and focus on how you can support your employees through each phase. You will be guided step by step through recruitment to termination. We will dissect topics starting with recruiting the best employees and continuing with interviewing, hiring, retention, training and terminations.

In today’s world there are many options for the recruitment of talent. However, the first and most critical step to beginning the recruitment process is developing a solid job description. At a minimum, you should develop a list of core competencies that clearly state your needs and is attractive to candidates looking for employment.

In the competitive job market, it can be difficult to attract the best candidates. Many employers advertise jobs without putting enough thought into their job descriptions, which can result in failure to attract the best candidates and/or poor hiring decisions.

Keep in mind that if you are advertising your job description on job boards or in the paper, you will only have a few seconds to capture a candidate’s attention. Therefore, it is important to spend time developing your job description or core competency list and doing some research on how your company is perceived as a place to work in comparison to your competitors.

It may sound time consuming to put this effort in on the front end of the recruitment process, but I assure you it will pay off in the end by attracting the best candidates for your position and saving you time in interviewing and recruiting.

Some of the critical things to think about while writing your job description, or core competency list, are:

  1. What responsibilities will this position take on?
  2. Do I need to hire an additional person or can I delegate these responsibilities internally?
  3. What critical skills will this job require?
  4. What is the experience and/or education level needed?
  5. Can I promote someone internally? Promoting from within will build loyalty and career succession among employees. Share this success with your entire staff.

When developing your job description be concise, clear and dynamic in order to be attractive to candidates reviewing it. Keep your job description clear and to the point. Omit extra words such as “a,” “an,” “the” or other words that don’t add benefit to your description. Try to list things that make your company stand out or make the job different from your competitors such as: flexible work arrangement, great benefits, opportunity to travel and career progression.

Avoid using too many “catchy” phrases that don’t help define the job. These words take up space and don’t give the candidate any needed information. Your job description should always contain the following information:

  • Job title
  • Company name
  • Location of job
  • Job specifications, standards and requirements
  • Education, experience, knowledge, critical skills and expertise
  • Salary range (many companies choose to not release salary information until the time of the interview)
  • Contact information

Once your job description is complete you are ready to begin the recruitment process. Don’t miss the next article, where we will analyze the different recruiting resources there are. Utilizing these resources will be your ticket to finding the right employee to meet your needs quickly.

Published Thursday, February 9th, 2006

Bryon Peterson is the President of Human Resources Group International. HRGI is a group of human resources consultants with over 25 years of experience in the field. HRGI provides comprehensive human resources products and services to businesses throughout the United States, and Canada. Its mission is to provide an integrated and highly effective working environment for companies and their employees.

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