How do you write Clear Vision in Job Descriptions?

Hi there. If you're watching this video, you're probably hiring for a position right now within your company or your group. We're going to go over how to create a clear vision for success for this role so that you can hit the ground running with your new hire. And it's also useful to have this vision of success throughout the interview process so that you can clearly communicate to candidates what would be expected of them and what success looks like to you. This is part two of a four part series on doing the pre work before you write your job description. The first part of creating a clear vision for success is to clearly define the deliverables. And to do this you're going to have to sit down and do a thought exercise. So you've already time tracked. If you missed that, please check the video which I will link above. That video will go over how to time track so that you can create a clear list of things you're going to hand off to your new employee. Once you have that list, then you can sit down and you can brainstorm what the deliverables will be within a reasonable period of time. So I like to make this period of time the first month and then the first three months. I think this is a really nice way to benchmark for your new employee. So in the first month you're going to expect that there will be some onboarding time and depending on your company and the complexity, that could take one week, it could take three weeks. So you know your process better than I do. For us, it takes about one week to onboard a new employee. At Recruitomics, once they're onboarded, we like to get them right into the swing of things. Typically there is a one month set of deliverables. We like to communicate this in three levels. There's a baseline level and that would be what is expected at a minimum. Then there's a mid level which would be if you go a little above and beyond, this is what we might see from you. And then there is the employee that's knocking it out of the park. And if they hit this top level, we know that they're a star. And we like to communicate that clearly because it is then obvious to the employee what must be done to be successful. So take a bit of time, look at those type tracking items and identify a path to success and try to make it at least two tiers, if not three tiers of success. For example, we might say that within the first month we would hope that they have done A, B and C. If they're successful with that and they feel, feel that they can take on more. We would love to see D, and if they make it to E, we'd be thrilled. The next step in this process is for you to identify how you will measure success. So if you tell somebody that they should come in and understand a software system, how are you going to measure? You should have a way to figure out how they have incorporated that knowledge into.