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We do a lot of consulting work[br]with businesses,

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and we run[br]into two kinds of businesses:

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those who have job descriptions,[br]but nobody ever looks at them,

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and then those[br]who don't have job descriptions

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and think they should.

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So let me give you some ideas

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for how to build a dynamic, useful,[br]effective job description.

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It should have five components;[br]they're very simple.

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Number one[br]is it should have a title.

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And the purpose for a title[br]for the job is so that people

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from the outside world[br]know how to relate to you.

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And so think[br]about what's the best title

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for the outside world[br]to connect with us.

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It's not about status.

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It's not about prestige.

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It's about how you[br]can build quick rapport

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with people on the outside.

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Number two, a good job description[br]tells you who you answer to.

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It's amazing[br]how many entrepreneurial businesses,

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you ask people who their boss is,

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and they don't know exactly[br]to say who supervises them.

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So it clearly identifies[br]who the supervisor is.

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The third part[br]of a good job description

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is that it has a brief summary[br]of why the job exists.

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It really answers the question,[br]this job--

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or it completes the sentence:[br]This job exists to--.

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And then in 1 or 2 sentences,[br]it describes why the job exists,

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not the person, but the job.

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Number four,[br]what are the key results

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that reflect superior performance[br]in this job.

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So a great position description--

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and this is where[br]a lot of companies miss it,

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they list all the activities,[br]all the tasks,

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the responsibilities,[br]and accountabilities.

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Focus on what are the key results

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that reflect superior performance[br]in this job.

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And then you can put the activities[br]as bullets

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underneath those points

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if you'd like.

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But every job should have three,

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or four, or five key results [br]that result in superior performance.

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And then number five, last of all,

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what are[br]the minimum qualifications,

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the absolute minimums,[br]for somebody to be in this job?

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So if they don't have these,[br]they don't qualify.

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So for instance,[br]if it's a nursing job,

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they have to have[br]a nursing degree,

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or if it's a CPA,[br]or if it's a CFO,

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maybe they have to have[br]a college degree,

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but what are[br]the minimum qualifications?

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So, if you cover[br]those five things,

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and do it[br]in no more than two pages:

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What is the job title?

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Who do they answer to?

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What's the basic[br]or the summary description of the job?

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What are the key results[br]that reflect superior performance?

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And what are[br]the absolute minimums required

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for somebody to be in this job?

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That's a great position description[br]that will get used over

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and over and over again[br]to guide a person's performance.

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