Page 131 - Boost Your Hiring

The Surefire Way to Boost Your Score 117

• If you are replacing someone, did the person who held the job fill
the position the way it was intended to be filled? What qualities was
he or she lacking?
• Are there new requirements that would improve efficiency?
• Is it possible to restructure the functions performed in this position?
• Could the functions be split or combined with another position?
In other words,are you gaining something by filling this position in ex-
actly the same way it was filled before? Or can you benefit by analyzing
what has been done in the past to determine whether any changes should
be made at this time?
It is important to be as specific and as detailed as possible in defining the
position’s functions. By taking time to write a thorough list of the respon-
sibilities, you will find that you can use the information later to write the
job description,the ad,or posting and that you may even be able to use the
information for compliance with the American with Disabilities Act
(ADA), which requires you to define the essential and marginal duties as
well as the responsibilities of each job.

Identifying Required Skills—
The Three Categories
One common mistake that many interviewers make is to hire someone
because of that person’s knowledge-based skills.

Knowledge-based skills—Skills learned through experience or ed-
ucation. Examples are computer programming, graphics, lan-
guages, writing, training, management, chemistry, coaching, sales,
and leadership.

Knowledge-based skills certainly play an important role in the candi-
date’s ability to perform the duties of the job, such as the ability to speak
another language or have a specific technical background, and maybe
possess some other special knowledge or degree. It is, however, a mistake
to focus entirely on these skills and ignore other factors.To make a truly