Job descriptions – why getting them right is so important

We all know what job descriptions are, but how much importance do we actually give them? Writing a good job description should be a really important part of your business, as they provide a road map for potential employees, explaining what the job they are applying for involves.

Here we list a few reasons why job descriptions are indispensable for employers and employees alike:

They set-out expectations

How can you expect someone to do their job if you don’t explain their responsibilities to them properly? Providing applicants with solid job descriptions ensure they understand exactly what will be expected of them if they are selected. Clarity in a job description puts potential employees on the same page as you, and aligns them with your company’s vision and goals and assists you in finding the best person possible for the role.

They empower communication

A well written job description should fully communicate the essential requirements of your vacancy to any applicants. Among other things, they should include a job summary and all the requirements which need to be fulfilled by applicants, such as relevant qualifications and experience. This will avoid any mistaken interpretations being made on what the job role involves.

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They facilitate recruitment and training

Job descriptions need to set out all the important aspects of a particular position, so an employer can easily refer to them when recruiting or training existing employees. All-encompassing job descriptions can improve a company’s ability to manage its people and their respective roles, as well as help them develop both professionally and personally.

They provide structure

Good job descriptions establish structure and discipline within the workforce. In reality, it isn’t that difficult to create them, especially if you involve the employees you already have to help you develop them. As long as they promote the company’s values and re-enforce the company’s culture, job descriptions will help you attract the right people and manage the roles of all your employees effectively.

A well written job description opens the door for a successful hiring process, if you need help or advice get in contact with HR Revolution: +44 203 538 5311 or email: talent@hrrevolution.co.uk or visit www.hrrevolution.co.uk where our expert CIPD HR professionals are waiting to help you with any questions you may have.

HR Revolution; supporting you, your employees AND your business.

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Why SMEs need to invest in HR now…

An interview with Silicon Valley investor Marc Andreessen in Business Insider this week has revealed what all HR consultancies know too well; setting up your HR function should be a priority and failing to do so can lead to almost certain catastrophe for your business.

This advice is particularly pertinent for startups, who are known for their focus on revenue generation and encouraging their teams to work long hours to reach their financial goals.

Andreessen has made many large investments into businesses within the technology industry – one of the most popular sectors for startups – so we know his advice will be based on high-profile experience with the likes of Facebook, Twitter and Pinterest.

He specifically advises that companies should look to hire a HR leader when it has somewhere between 50 and 150 employees. Sound advice we can definitely vouch for and which should be taken on board by any company hoping to see not only their revenue grow but their team develop and remain motivated.

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“Most new startups don’t have a designated HR manager, and most CEOs lack the proper HR training. Instead, they rely on the company’s grandiose vision or founder’s social skills to compensate for the lack of basic procedures.

“That typically works well enough the first few months, and then the dust begins to settle, and operational holes become evident.”

The advice from Andreessen on the importance of setting-up your HR function is clear – do it before it’s too late. Focus on creating a robust onboarding process, be transparent with your team about the hard work they will be expected to put in and don’t overlook their development.

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Outsourcing your HR function means you can pick and choose the elements you need, such as support with recruitment, legal documents and ongoing support for your team.

Ultimately a business that prioritises its revenue over its people will end up with neither, so biting the bullet and investing in HR will safeguard not only your employees but your overall business functionality.

HR Revolution provide a fully outsourced solution for businesses of all sizes and sectors. We have hands on experience working with pioneering London-based startups to support their business leaders and ensure they are meeting all of the legal requirements for their team.

Give us a call: +44 203 538 5311 or email: hello@hrrevolution.co.uk or visit www.hrrevolution.co.uk  where our expert CIPD HR professionals are waiting to help you with any questions you may have.

HR Revolution; supporting you, your employees AND your business.

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Can small businesses benefit from an HR function?

Small businesses make up more than 99% of private sector business and accounts for 60% of the private sectors employment, so there are a lot of them out there. Unfortunately another statistic is that the lack of the correct management skills is responsible for the failure of over 50% of small businesses.

Budgets are tight when small businesses start out and therefore a lot of the managers are expected to multitask which means dealing with employee issues as well as growing the business. This focus on rapid growth, results in the need for investment in an HR function being overlooked, which can actually have the opposite effect and halt the growth in its tracks. Without the training required or the skills that HR brings, decision makers are not often able to identify and use the talent within their business to be able to push it forward in the right way.

In most cases, and we see this a lot, small businesses approach us once the problems have already started or when a major change happens in employment legislation. It seems that the mindset of small businesses is that the HR function is a reactive one, when in reality it should be part of the strategic planning they need from the outset.

This is supported by CIPD who have been piloting a scheme that gives small businesses access to HR, allowing them the same benefits that the bigger companies have. Obviously this has been met with mixed reactions from HR Consultancies who feel it is encroaching on their territory.  Maybe that’s true, but at least it has put the need for HR in the spotlight which is a positive thing. It is also known that small businesses like to deal with other small businesses, such as HR consultants, as they understand each other, so a national scheme won’t be for everybody.

Wendy Read, Owner of HR Revolution comments,  “People are the key to a successful business, without them the wheels just do not turn. The problem is that most businesses don’t focus on their people and only concentrate on the bottom line. Our philosophy is simple; focus on your people, hire, on-board, train, manage and develop them and the bottom line will look after itself”

For more help and advice on growing your business, training your people and planning for the future please get in touch.

Call: +44 (0) 203 538 5311 OR email us: info@hrrevolution.co.uk today, to find out more…

The HRRev Blogger