How To Sign Minnesota Banking Job Description Template

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hi everyone this is market venture kid and I'm excited to bring you the first venture kid video I'm going to cover how to create a great job description this video is the first in a series about hiring one of the area's founders most want help with founders regularly ask me if I know anyone who'd fit their open roles but then don't have a job description or have one that is way too vague hiring is fundamentally hard it's much harder when you're not clear on what you want that's why I'm starting this hiring series about the job description I'll outline the goals the job description then walked through seven steps starting with a job analysis then defining the roles responsibilities qualifications compensation and logistics title and the company summary I'll cover examples checklists pros and cons and some advanced tips let's dive in first a Job Description outlines of roles potential candidates but it also serves other goals it's a spec that defines what your team should hire for just like a pot expect defines what your team should build it helps determine the roles title compensation and success metrics to measure performance a good description also conveys what a more junior person should develop toward for promotion the description helps protect the company if an employee claims that a task is not part of their role at its best a job description is a recruiting tool that excites people to work for you for many it will be their first impression of your company you want it to be a good one the first step of creating a Job Description is assessing what you need through a job analysis this may actually be the hardest step that a start-up needs are constantly changing and people wear multiple hats if you're not familiar with an area like engineering or marketing you may miss important subtleties a job analysis determines the responsibilities qualifications and conditions of a role for the common roles in the startup this doesn't need to take a lot of time you can ask your team questions like what skills doing most need right now what are you doing that should be done by a new hire what are you feeling overwhelmed by if you're hiring for a role that someone already fills you can ask them to outline a day in their life what would you say you do hear maybe not quite like that but do get specific about the skills you need I often see founders miss important differences between hires within a department an example is the types of the designers I've heard founders say I need to designer without any clarification but there are many types of designers user experience designers planning the entire experience of a product using interviews storyboards and site maps user interface designers create the actual interface of an amp using languages like HTML CSS and JavaScript graphic designers create visual elements like logos and images using tools like Adobe Photoshop and illustrator every functional area has nuances like this if you don't know them research what you actually need up front we don't waste a lot of time next write the jobs responsibilities the most common format is a list of action statements with a verb and expect the results and sometimes in methods for example you may want a software engineer encode test and deploy features using Ruby on Rails list the most important tasks first named a list 5 to 10 key duties do not copy and paste from a job template it looks boring and lazy with specific projects and tasks the higher will work on for example Google posted a job description for a VR software engineer it list has specific to the role like developing VR plugins and games and supporting VR mobile devices while a bullet point list of responsibilities is fine a description of a day in the role is better consider this description of a community specialist from meet up meet up lists tasks like congratulate the organizer of a french-language meet-up on reaching 1,000 members call the organizer of a motorcycle meetup about her email settings and iron out a billing issue and reset some laws passwords even if the tasks are mundane illustrating a job like this brings it to life also consider listing expected results that will mirror your performance reviews an interface designer could be expected to reduce bounce rates and increase conversion rates a sales person could be expected to increasing leads and revenue you don't need to list exact numbers but you do want candidates to know how you measure 6 yes ken HR posted a description with their expectations of an outbound sales agent in the first few months they expect the candidate to learn the company inside out in month 1 to generate prospect lists and month two and to start closing 15 to 20 accounts in month 3 and love the query of this and how it will cite the right candidates also add a phrase to the responsibilities section like additional duties as requested this clarifies that the Job Description is not comprehensive and adds legal protection in case an employee box and an unlisted but reasonable request to increase your compliance with the Americans with Disabilities Act consider listing essential versus non-essential tasks essential tasks are fundamental to job and any candidate must be able to do them for example a programmer must be able to code but doesn't necessarily need to hear or see since there are competent programmers who are deaf or blind an employer can reject candidates who can't perform essential tasks but must consider candidates who can with reasonable accommodation next define what qualifications you want in a candidate you can segment these into three categories knowledge like an understanding of computer science principles skills like the ability to write code in C++ and traits like strong enthusiasm or a sense of humor try to limit to 5 to 10 key qualifications so you don't overwhelm Canada's distinguish between qualifications that are must haves versus nice to have again don't copy and paste from a template add details and personality consistent with your company branding for example on github job description for tech support agent or they call supportive caps their requirements section says you're good at logic and solving puzzles advocating and emphasizing the English language and working remotely github replaced a common requirement like critical thinking skills with a unique one like good at solving puzzles it's basically the same trade but more engaging some things to avoid avoid cliches don't say you want a ninja a rock star or someone who thinks outside the box these terms are overused and sound cheesy avoid requiring a certain GPA or degree from a prestigious university these usually aren't predictive and can turn off non-traditional but qualified candidates Google used to ask for college transcripts but stopped after an internal analysis found they weren't meaningful avoid terms that can be seen as discriminatory such as salesmen able-bodied or young these can turn off qualified candidates and can land you in legal trouble I also prefer to avoid requirements specific years of experience unless the number is well informed these are often wild guesses and can exclude high performing fast learners focus on what a candidate should have proven Lee done for example instead of requiring that a design director have eight years of design experience consider requiring the candidate has made multiple design teams to produce successful products a common question is should I describe my perfect candidate or realistic one my answer is to describe your ideal candidate given limitations like compensation and scarcity the skills you need if you're paying top of market for an office manager you can be picky if you're paying below market for AI talent be prepared to train a fast learner distinguishing between must-haves and nice-to-haves will help you prioritize next describe the rules compensation package that includes salary equity commissions health insurance 401k paid time off disability and life insurance training relocation perks and anything else you offer employees to determine what you should pay there are two main sources of free compensation data for startups the first is compensation search engines especially AngelList which will let you find salary and equity numbers of real jobs by role location and market other sites like pay scale Glassdoor and salary comm are useful but their data skews toward large companies with higher cash and lower equity packages a second source is startup compensation surveys a site called advantage are surveys thousands of startups at different stages and offers free souring epidemic e rolls remember to account for a rose location and seniority as well as the stage of your company determining salary is relatively straightforward but the risk reward of equity is specific to each company if a candidate asks how to value their company equity given intellectually honest answer that balances your optimism of creating a billion dollar company with the realism that very few do a common question is whether to list specific numbers for salary and equity a 2016 career builder survey of 4,500 workers found that the number one thing candidates wanted in a job description was clarity on salary but Glassdoor reports they're fewer than 10% of their job postings have salary numbers there are pros and cons to being specific on compensation the pros include that it eliminates candidates who require higher comp saving time for you and them it signals a transparent culture where people have access to information that matters to them it can increase the number of applications I found multiple studies that reported between 30 to 60% more applications when salary numbers were reported for both low and high paid jobs it can also reduce racial and gender pay gaps that upset employees and invite lawsuits however there are cons to being transparent it can upset current employees who are not pay to tiling it can be easier for competitors to poach your talent by paying more it can be harder to negotiate compensation downward for a less proven candidate it can also mean to public shaming if you're paying significantly below market overall a few tech companies like Stack Overflow and buffer are transparent on their compensation formula and a journalist has thousands of job postings with salary and equity ranges but most companies keep their numbers private if you want to follow the norm or aren't ready to make pay internally transparent don't list it on the Job Description if your compensation is competitive market rate or generous you can say so but don't mislead candidates they increasingly post on employer review sites like Glassdoor and a poor reputation won't hurt if you're going to take a bolder approach with salary and equity at least as a range if you're paying market rate you'll likely attract more and higher quality candidates however create process that regularly updates comp to market rates have a thoughtful promotion policy and expect a few awkward conversations I like the culture and discipline that transparency creates but it does take work next describe the roles in logistics that includes who the highe will report to an expected start date whether the role is full time part time flex time or just temporary whether it's remote or on location and whether the real world is exempt or non-exempt exempt versus non-exempt is defined by the Fair Labor Standards Act the FLSA exempt roles are exempt from minimum wage overtime regulations and other protections exempt roles are usually salary jobs at pay at least twenty three thousand six hundred as of 2018 and perform professional services non-exempt rolls are usually hourly jobs learn overtime of 1.5 times must be paid for more than 40 hours of work these are more often manual or repetitive tasks most roles and startups are exempt but check with an HR expert to make sure you're following FF SLA regulations the most important logistic is telling candidates how to apply you can direct candidates to an online form an email address or screening test ask upfront for any documents that you'll need like a resume or design portfolio also put the online call to action on the top of the page if you can don't make people hunt for how to reach you after you define the roles responsibilities qualifications compensation and logistics you're ready to write the title I know this sounds backwards but a title summarizes an entire job in a few words unless you are crystal clear on that role from the beginning I recommend building the role bottom-up as I've described you may start a search thinking you need a marketing manager but realize you need a content manager you may start thinking you need a manual QA tester only to realize we actually want a QA engineer you may when you want less or more seniority or even more than one role by writing the title mast you can make it more accurate and inaccurate title matters it is usually the first impression of your job description which again is usually the first impression of your company some other tips on title keep it to four awards and Wes I like the saying that the most important titles are short a long title can be pretentious or may mean the role is too large avoid abbreviations and acronyms like SR for senior or CPA for an accountant they can be unclear and may not match what people search for in job sites use cute titles with caution titles like money maestro and Happiness agent they can work if they're clever and consistent with your branding but more often they just come off as cheesy or unclear for example growth hacker was in fashion for a while but can create confusion on how much of the role is engineering versus product versus marketing people have to put their title on a resume and tell it to others regularly even creative people usually want their title to be clear finally describe what your company does and why candidates should be most excited about you this is where you can differentiate a good company summary is like a good fundraising pitch queer concise unique and reflective of the company's values and branding I like summaries that are both descriptive and aspirational that describe what you do and what you want to be Netflix has one of the best company descriptions I've seen this is its opening entertainment like friendship is a fundamental human need it changes how we feel and gives us common ground Netflix is better entertainment and lower cost and greater scale than the world has ever seen we want to entertain everyone and make the world smile Square is another good example it processes payments which hardly sounds exciting but listen to their company description we believe everyone should be able to participate and thrive in the economy so we're building tools that make commerce easier and more accessible to everyone we're here to help sellers of all sizes start and grow their business and helping them grow their business is good business for everyone and breakthrough my online therapy startup I used to say that for many of our users we were helping them with the most important problem in their lives the more you can communicate about why your work matters the more people want to do it okay those are seven steps to creating a great job description once it's created you can optimize it in a few ways use keywords around that a candidate would search for like the job title and skills this will help your description rank in Google and job site search engines consider addressing candidates in the second person for example the requirements section can say you've created several successful marketing campaigns addressing candidates directly feels more personal collect internal feedback on the description especially from the hiring team make sure they are bought into the roles responsibilities and qualifications add a referral bonus paid to anyone sends you a hired candidate you can make the referral bonuses public so even strangers are incentivized to help you though you'll get more unqualified applicants so you can also just make the bonus available internally bonuses are usually a few percentage points of the higher salary finally try to update the job description annually for the same reason product specs should be updated as features change accurate job descriptions help wit performance reviews legal compliance and a future hiring I hope this has been helpful if it has I'd love it if you subscribe or write a review to get more startup guides and podcasts visit bentrik it's calm and to reach me email me at mark and venture kid com you