How to evaluate the quality of HR-marketing processes

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Thanks to the job profile, it is easier to evaluate the personnel who are already working in the company. In this article, the partner sales service Pampadu explains why a job profile is written, what to indicate there and with whom to agree. We have summarized information about common mistakes when drafting a document and evaluating it. Contents Job profile - what is it and how to draft it What does a job profile include What is the purpose of developing a job profile How to draft a job profile Typical mistakes when drafting a job profile How to evaluate the effectiveness of a job profile Examples of job profiles How Pampadu can help an HR grow in income Job profile - what is it and how to draft it A job profile is a document that contains a detailed description of a position at the enterprise.


This includes the requirements that are imposed on chinese singapore phone number list the applicant for its replacement. In simple terms, a job profile describes what kind of person they want to see in this position. The profile is written when a vacancy is opened. The goal is to hire a candidate faster. Sometimes, they look for several employees for a team within one department of the company. However, job profiles (PP) are different for everyone. They are written taking into account: Functions for a specific vacancy. Peculiarities of interaction within the team. Specifics of the company's business processes. There are two types of PD: Situational. They are compiled if an employee is needed urgently.


There is no time to discuss details. In this case, the profile description includes only general requirements for the candidate. They write down the responsibilities and salary range. Usually, the situational profile is adjusted during the work on the vacancy. Methodological. They are formed if there is time to communicate with the employer. This is a detailed document. All fields are filled in on its pages, specific wording is provided. This section indicates the requirements for the applicant's skills in the profession. Soft skills. Not only the requirements for qualifications are important. In the PD, they write what personality traits the candidate should have. Work experience. Do they want to assess the relevance of the candidate's experience? Then they write what position he should work in recent years, what functions he should perform.