No matter what business you are in, one of the key success factors is the quality of the employees that you recruit. If you do not hire and retain high-caliber people, your long-term profitability will suffer. While many managers feel comfortable placing an ad in the newspaper, they are not comfortable with their ability to develop appropriate interview questions, nor are they familiar with questions that are forbidden by human rights legislation.

Interviewing requires a manager to judge the talents and abilities of other people and when you add personal chemistry and motivation, the formula for finding the right person can become very intimidating. Legacy Bowes Group’s consultants can assist you to take the guesswork out of hiring by developing fair, logical and legally acceptable selection criteria and interview questions and for each position. We can also assist you to understand the most appropriate answer to expect from candidates. We will assist you to develop:

• Selection criteria to match the job requirements;
• Best practices for each selection criteria;
• Behaviour/skills based questions for each job
• A rating system that is objective, fair and defensible
  
  

Profile development

In addition to interview questions and selection criteria, profile development services assist in the optimal candidate selection and integration into the company. Dysfunctional job and workflow systems commonly result in missed delivery deadlines and financial penalties, high stress, unhappy employees, excessive overtime and a drain on your bottom line. In order to improve this situation, you need to integrate the right tasks, the right people, and the right skills all at the right time, and, then you need to document it in a formal job description.

Job analysis, job design and written job descriptions define the primary purpose of each job, the reporting structures, specific functions, tasks and activities and they outline the knowledge, education and experience required, the breadth of responsibility and the working conditions. Formal job analysis, design and written job descriptions (profiles) give high value by helping you to:

• Identify the specific roles and responsibilities, tasks and activities for each job as well as the time spent on each task;
• Provide clear guidance to employees in their work and accountabilities;
• Help supervisors focus on relevant areas for performance appraisal,
• Focus recruitment efforts on skills and abilities needed for each position;
• Provide a framework for determining pay levels; and
• Help coordinate work by knowing who is responsible for what tasks.

Legacy Bowes Group’s job analysis, design and job description writing service is a comprehensive approach to analyzing and documenting your jobs. We use both interviews and job analysis questionnaires completed by current employees and supervisors. We examine your jobs to identify job boundaries, gaps in tasks and activities, and redundancy. Finally, our job description format is customized to meet your needs and can also be combined with specific performance measures for each task.

Job analysis, design and job descriptions are the foundation of your HR system and are key management tools for operating your company. It is important that they are accurate, well written and kept current.