Hiring Manager: “I need to hire a developer/tester/writer.”
HR Rep: “Okay. What does that person do?”
Hiring Manager: “Engineering . . . development . . . testing . . . writing, of course. A little bit of this, a little bit of that.”
Most technical staff and technical managers do a little bit of this and a little bit of that, but unfortunately, that’s not even close to a job description.
Performing a thorough job analysis is a fundamental component of the hiring process, and your analysis should help you define the requirements for the job. As a result of taking the time to analyze the job, you will discover criteria that you can use to create a job description. You won’t need to embarrass yourself by only being able to tell ...