May 5, 2023 • 16 mins
Welcome to the Transitioning Solopreneur Podcast. In this episode, we discuss what to include in your job descriptions.
Grab a Branded Notebook to Take Notes
https://unclonedlink.com/r02n7b
Join our FREE Facebook Group:
"UnCloned® Marketing: Master Your Offers, Launches, and Content"
https://www.facebook.com/groups/unclonedinsiders
This Podcast is Powered by the UnCloned® Media Network
Mark as Played
Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Audria Richmond® (00:16):
Hey, y'all. What's up? Welcome to the
Transitioning SolopreneurPodcast. My name is Audria
Richmond, and I am yourmarketing and launch strategist.
And I work directly with CEOsand their marketing teams to
teach them how to launchuncloned marketing campaigns and
build uncloned brands.
(00:36):
Y'all, it's been a minute. Iknow. It's been a minute, but
we're gonna we're gonna diveright back in. Hey. We CEO and
over here.
Okay? So you already know thescope. Hopefully, you enjoyed
the first episode ofTransitioning Solopreneur mainly
because we talked a lot aboutwhy you should hire, you know,
what's the whole purpose ofhiring and when is it a good
(00:58):
time to hire? Right? We got intoall of that in the first episode
of this podcast.
So today, we're gonna be pickingup from that podcast and talking
about today about jobdescriptions. Now you may be
thinking to yourself, okay, Iknow how to write a job
description or you may not knowhow to write a job description,
but I'm here to really give yousome pointers on what to include
(01:20):
in your job description. So Idon't plan for this episode to
be very, very long, but it willbe jam packed. So as always, go
and get your notebook, pull itout so we can take some notes
together and learn together.Okay?
So, before we dive into jobdescriptions, let's first talk
about why do you actually needthe job description. It may
(01:42):
sound like, okay. Can I justtell people I'm looking for an
assistant? Can I just tellpeople I'm looking for a graphic
designer? Can I just putsomebody out there and just let
them know that I need them andthen be off to the races?
Let me let me let me be clearbecause, you know, we all are
guilty of people should know thejob. Right? People should know
what to do. And I will tell youfrom experience, your job
(02:05):
description set the expectationfor the role that you are hiring
and employing for. Right?
And the more detail you are withthe job description, the more
you set the expectation, thebetter you will get a better
candidate. Now does all thepeople do all the people read
it? No. They do not always readthe job description. However, it
(02:25):
does not mean you do not needone.
Now you wanna make sure thatyour job descriptions you have
you have multiple jobdescriptions for various roles
within your organization. Forus, personally, we have a
enrollment manager, which islike a sales rep here at Unclown
Media. We have a job descriptionfor that. We have a job
description for a marketingmanager. We have a job
(02:46):
description for a projectmanager, for a program success
manager, opportunity manager,brand ambassador, program
manager.
What else we got here? Customerservice manager, sales
copywriter, professional seniorgraphic designer. So as you can
see, our roles are in alignmentwith the deliverables and how we
(03:08):
work within our organization. Ithink going back to what we
talked about in the firstepisode of, like, when should
you hire, we talked a lot abouthow Cameron, in the book Vivid
Vision, how he talks about,creating your vivid vision and,
like, your vision will dictatewho you need to hire. And in
traction, it talks a lot about,you know, the people you employ,
(03:29):
them taking accountability forthe role that they are working
in.
Right? So now that we'veestablished This is this is the
structure of my business. Theseare the roles that I need, and
which role should I start withfirst? So you may or may not
know which roles to start with.Like I've stated previously, I
(03:51):
am not an HR person by anymeans.
I'm only speaking fromexperience, so you definitely
wanna consult with someone whocan support you with this if you
need to make, you know, a higherexecutive level. This is me just
here sharing my personalexperience with the process. So
I would say, for me personally,right, when I think about, like,
(04:14):
who you need to hire first, Ithink we all think that, like,
you hear a lot of people say,oh, you need to hire a VA. You
need to hire a VA. You need tohire a VA.
And the truth of the matter is,like, I really wish a lot of
people wouldn't, you know,promote that so much because
every business is different andeverybody don't always need an
assistant soon as they jump off.Some people need sales reps.
They need to be their firstperson. Some people may need
(04:36):
shipping people if you, youknow, have a physical product
that you ship and sell. Someonemay need someone to do content
delivery if you're a coach or aconsultant.
So I think it should vary basedon your vision, what you have in
mind for your business. All ofthose things should play a role
in, like, who you hire first.Right? Now getting into, you
(04:57):
know, the job description andwhat should be included, I think
that kinda set the bar for,like, you know, set be setting
the tone basically for where youare. Another thing I will say
before we get into the tips isthat you wanna be clear around
the tone of your copy.
Right? You wanna be clear aroundthe tone of your copy. There's a
brand, I can't think of thebrain the brand right now, but
(05:20):
there's a brand and they havevery fun communication. When you
read it, it sounds very fun.It's very enjoyable.
You just get a thrill out ofreading it. And so it also sets
the tone for what type ofcompany it is going to be. So
you don't want your jobdescription to sound flat and
professional if it's a litcompany. Y'all always going out,
(05:41):
and you're always hanging out,and you're always traveling.
Like, you want the tone of yourjob description to match the
tone and of the culture of yourcompany.
So we are really a down toearth, free spirited, fun, but
serious professional group ofpeople here at Unclown Media.
And you wanna make sure that youconvey the tone and the energy
(06:01):
and the personality of thebrand, throughout the copy
because you don't want people toread it, and then they get in
and it's something totallydifferent. You also don't wanna
overemphasize it, and then theyget there and they're expecting
perfection. So as you can see,it's super important to think
through, exactly what it is thatyou want to include. Alright?
So let's get into the 8 tipsthat I have here, for your job
(06:25):
descriptions. Alright? Number 1,do not exaggerate the titles of
your roles. Right? This issomething that I messed up early
on in the process.
Everybody can be a manager. Youneed to also know the different
levels of management. Right? Youknow, like, who's going to be,
like, a director, who's going tobe, like, an assistant, who's
(06:45):
gonna be a lead, who's gonna bethe manager. Like, you need to
really understand all thehierarchy of roles within
organizations and make sureyou're not saying, oh, you know,
I need a COO.
That's a c suite. And typically,c suites are well over, you
know, $75,000. You maybe can getaround get away with 55, 55 to
(07:07):
75,000 on the low, low, low end.But typically, a c suite role
requires so much responsibility.So if you're out here saying, I
need need a CMO, right, which isa chief marketing man a chief
marketing officer, then you mayneed a director, a marketing
assistant.
Right? But you might not evenneed a marketing manager. So,
like, you really need to knowthe roles and the hierarchy of
(07:28):
how these things work becauseyou don't wanna be out here
saying, hey. I'm looking for,you know, a COO, but you're
paying, like, an assistant. Youknow?
It's like, oh, I need a I need aCOO, but I'm I'm paying you like
you just got started. So yougotta know that the higher up
the chain, that you go for therole that you're looking for,
the more expensive it's going tobe, the more benefits you're
(07:50):
going to have to include, themore you're gonna have to
compensate, for theseindividuals. So whatever you do,
you really need to understandhow job roles, work within
corporations because you arecorporate and you wanna think
about, you know, making surethat you're not over
exaggerating the the the titleof the roles. Alright? Number 2
is a compelling headline.
(08:11):
So if I'm reading your jobdescription and I'm I'm reading
through, are you going tocaptivate me? And the best way
to think about this is if youknow, especially if y'all are
part of my community, thinkabout this like a sales page.
Right? If I'm coming to awebsite, you wanna have
something that's opening, that'svery compelling, that's
attention grabbing because youaren't the only job that they're
(08:31):
applying for. I think a lot ofthe times people say, well, I'm
paying somebody, so that shouldbe enough.
No. No. No. No. You have tomarket your jobs just as hard as
you market your products andservices.
Right? And there's amisconception that if I'm
paying, I don't really need togo that deep with it. Yes. You
do. Because just like you ain'tthe only one that's listening
that you need a social mediamanager.
There's 100 of thousands oforganizations across the world
(08:53):
who would say they need a socialmedia manager, and whoever can
effectively communicate thatopening, that title of what they
need, that's who is going to getthe person that that's going to
help them fulfill the role. Justlike you need them, they need
you. Right? And vice versa. So,so make sure you have a
compelling headline for the forthe for the role.
(09:13):
Right? Like, soon as you see islike, you know, for instance,
one of our openings on ourproject management job
description let me bring it up.Okay. Here we go. Are you, are
you the kind of person who lovesto keep track of everything and
make sure it's all runningsmoothly?
Does your schedule have aschedule? If so, we want you. We
(09:35):
are looking for a hyperorganized rock star project
manager to join our team and bethe glue that keeps our projects
rolling forward in one accord.Right? Now we professionally
hired, a copywriting agency to,write our job descriptions for
us, and so I highly recommend itif that's something that's not
your strong suit.
(09:56):
So definitely be mindful of theopening of your job description,
which moves me to the the nextpart or the next tip. Right? So
number 1 was don't overexaggerate the title of your
roles. Number 2 is compellingheadline. You know, Number 3 is
compelling opening.
So what I just said here was anopening. And then number 4 is,
(10:17):
like, what are you looking for?So be very, very clear in the
job description what you'relooking for. We're looking for
somebody who can do this andthis and this and this and this.
We're looking for someone whohas experience in this and this
and this and this.
And, actually, if you have anyupcoming projects that you know
they're gonna be jumping righton, include that. Hey. You know,
we're gonna be looking for aproject manager that could that
can do In addition to that,we're working on 4 projects,
(10:41):
that's going to these projectsare designed to help us grow and
scale the business, and we'relooking for someone who can
juggle multiple projects at thesame time. Don't just hire
somebody, bring them in, andthey don't they did then they
don't even know that you'retrying to get them to juggle a
100,000,000 things becauseyou're unorganized as the CEO.
So you definitely wanna bethinking through, like, what is
it that you're looking for andbe very clear in your job
(11:04):
description what it is thatyou're looking for.
Another thing you want toinclude in your job description
is a day in the life. What isthe day in the life like on
your, within your jobdescription? Like, what is a day
in the life with that with thatparticular role? So if you, the
graphic designer, what is a dayin the life is? And the day in
the life is, you know, we'regonna be doing marketing
(11:24):
campaigns and you're gonna begetting, multiple projects to do
in addition to creating, youknow, companion PDFs for our
clients and customers.
In addition to that, you'regonna be creating graphics for
our social media and our socialmedia reels. Like, be very clear
around what a day in the lifelooks like so they can kinda so
you can set the expectation andpeople are not coming into the
(11:45):
role with these, you know,ridiculous ideas of what they
think what they thought the jobwas and then it's not that.
Right? So day in the life isnumber 5. Number 6 is
requirements and education.
So if you have certainrequirements, now is the time to
tell them. Don't wait till theyget the job and then be like,
oh, yeah. Well, the requirementwas you needed to learn how to
(12:08):
use this particular software.You need to put that in the job
description so they can knowbefore they even apply whether
or not they even have thatparticular skill or requirement.
Right?
The other thing is what type ofeducation requirements do you
have? I know a lot of people,you know, are copying pasting
job descriptions from socialmedia or chat gbt or whatever
you all are getting jobdescriptions from. And a lot of
(12:30):
these job descriptions aresaying, like, hey. You need to
have a bass a a a bachelor's anda and a master's and all of
these, you know, differentlevels of degrees, when really
all they need is the skill. Youdon't really care if they got
the degree.
So, like, be very clear aroundwhat the education requirements
are, and and make sure you putthat on the job because you may
not need someone with a master'sdegree when they just may be be
(12:53):
writing documents or creatingtranscripts for you on your
coaching call. So don't, again,don't over exaggerate the
requirements or the education.So that was number 6. Number 7
is compensation, salary, wage. Iput them all 3 of these together
because I didn't know how youall wanna communicate with you.
You may resonate with the word,more than the other, but, like,
for me personally, you wanna Ialways let people know what
(13:16):
they're getting paid upfront,and I let them know that it's
known to gun it's nonnegotiable.That way you won't come to the
job saying, oh, I was cool withmaking x y z, but by the way, I
thought it would be cool if Ilet you know that I charge x.
No. No. No.
No. On the job, I said I pay x.Are you cool with x? Right? It
doesn't mean that there's notopportunity for growth, but I
(13:37):
want you to be clear about whatit was when you decided to apply
for this job.
Okay? So you definitely want tokeep, that in mind. So what is
the compensation for this job?You know, if you wanna get a
little granular, like, howfrequently people get paid and
all of that, be clear on that.One of the things I didn't put
on the list, but I think it'svery important.
It's like, what is the the isthis a full time role? Is this a
(13:58):
part time role? Is this atemporary role? Like, are these
people going to be contractorsor w two? Like, get clear on
what type of, employee orcontract are you looking for as
well?
And then the last one on on thelist is how to apply. How do
people actually go to apply forthe job? Do you want them to
(14:20):
email you? Which, you know, thisis what I'll say. I don't
recommend that.
I'm a talk about it in anotherepisode, but the tool we use is
called Workable. And we'll getinto that tool at a in a later
episode. But, you wanna havelike a CRM for your job
application. That's the best wayto put it. I don't know what the
the technical HR term is for it,but it's basically like a tool
(14:42):
where people can go and createtheir, you know, upload.
They can apply for the job. Weget it on the back end and we
can screen people and then sortout the applications based on
the submissions. So that's thetool that we use. But but what I
will say is that you wanna makeit easy for people to apply.
What is it that people have todo in order to apply for your
particular position?
(15:03):
So, here are the 8 tips. It'sreally gonna be 9. Right? So you
got don't over exaggerate thetitle of your roles. Number 2 is
compelling headline.
Number 3 is compelling opening.Number 4 is what are you looking
for? Number 5 is a day in thelife. Number 6 is requirements
in education. Number 7 iscompensation, salary, and wage.
(15:23):
And, number 8 is, like, whattype of position is this? Is
this full time, part time? Isthis temporary? Wanna be clear
on that. And number 8 is I mean,well, number 9 now is how to how
to apply.
I know it says 8 tips, but Iadded in another one so that
makes a number 9. So you wannamake sure that you are including
these things, in your jobdescription and making sure that
(15:46):
you are super clear around whatit is that you're looking for. I
really do hope that you allenjoyed this episode. Definitely
come and connect with me atardria richmond on Instagram.
Take a screenshot.
Let me know you actuallylistened to this episode. And if
you are enjoying the podcast,make sure you leave us a 5 star
review on whichever platform youare consuming and enjoying this
(16:09):
podcast. It has been a pleasureto serve you during this
episode. And until next timey'all, let's go live an
UnCloned® life and do what?Build an UnCloned® brand.
Bye y'all.
Hey, y'all. What's up? Welcome to the
Transitioning SolopreneurPodcast. My name is Audria
Richmond, and I am yourmarketing and launch strategist.
And I work directly with CEOsand their marketing teams to
teach them how to launchuncloned marketing campaigns and
build uncloned brands.
(00:36):
Y'all, it's been a minute. Iknow. It's been a minute, but
we're gonna we're gonna diveright back in. Hey. We CEO and
over here.
Okay? So you already know thescope. Hopefully, you enjoyed
the first episode ofTransitioning Solopreneur mainly
because we talked a lot aboutwhy you should hire, you know,
what's the whole purpose ofhiring and when is it a good
(00:58):
time to hire? Right? We got intoall of that in the first episode
of this podcast.
So today, we're gonna be pickingup from that podcast and talking
about today about jobdescriptions. Now you may be
thinking to yourself, okay, Iknow how to write a job
description or you may not knowhow to write a job description,
but I'm here to really give yousome pointers on what to include
(01:20):
in your job description. So Idon't plan for this episode to
be very, very long, but it willbe jam packed. So as always, go
and get your notebook, pull itout so we can take some notes
together and learn together.Okay?
So, before we dive into jobdescriptions, let's first talk
about why do you actually needthe job description. It may
(01:42):
sound like, okay. Can I justtell people I'm looking for an
assistant? Can I just tellpeople I'm looking for a graphic
designer? Can I just putsomebody out there and just let
them know that I need them andthen be off to the races?
Let me let me let me be clearbecause, you know, we all are
guilty of people should know thejob. Right? People should know
what to do. And I will tell youfrom experience, your job
(02:05):
description set the expectationfor the role that you are hiring
and employing for. Right?
And the more detail you are withthe job description, the more
you set the expectation, thebetter you will get a better
candidate. Now does all thepeople do all the people read
it? No. They do not always readthe job description. However, it
(02:25):
does not mean you do not needone.
Now you wanna make sure thatyour job descriptions you have
you have multiple jobdescriptions for various roles
within your organization. Forus, personally, we have a
enrollment manager, which islike a sales rep here at Unclown
Media. We have a job descriptionfor that. We have a job
description for a marketingmanager. We have a job
(02:46):
description for a projectmanager, for a program success
manager, opportunity manager,brand ambassador, program
manager.
What else we got here? Customerservice manager, sales
copywriter, professional seniorgraphic designer. So as you can
see, our roles are in alignmentwith the deliverables and how we
(03:08):
work within our organization. Ithink going back to what we
talked about in the firstepisode of, like, when should
you hire, we talked a lot abouthow Cameron, in the book Vivid
Vision, how he talks about,creating your vivid vision and,
like, your vision will dictatewho you need to hire. And in
traction, it talks a lot about,you know, the people you employ,
(03:29):
them taking accountability forthe role that they are working
in.
Right? So now that we'veestablished This is this is the
structure of my business. Theseare the roles that I need, and
which role should I start withfirst? So you may or may not
know which roles to start with.Like I've stated previously, I
(03:51):
am not an HR person by anymeans.
I'm only speaking fromexperience, so you definitely
wanna consult with someone whocan support you with this if you
need to make, you know, a higherexecutive level. This is me just
here sharing my personalexperience with the process. So
I would say, for me personally,right, when I think about, like,
(04:14):
who you need to hire first, Ithink we all think that, like,
you hear a lot of people say,oh, you need to hire a VA. You
need to hire a VA. You need tohire a VA.
And the truth of the matter is,like, I really wish a lot of
people wouldn't, you know,promote that so much because
every business is different andeverybody don't always need an
assistant soon as they jump off.Some people need sales reps.
They need to be their firstperson. Some people may need
(04:36):
shipping people if you, youknow, have a physical product
that you ship and sell. Someonemay need someone to do content
delivery if you're a coach or aconsultant.
So I think it should vary basedon your vision, what you have in
mind for your business. All ofthose things should play a role
in, like, who you hire first.Right? Now getting into, you
(04:57):
know, the job description andwhat should be included, I think
that kinda set the bar for,like, you know, set be setting
the tone basically for where youare. Another thing I will say
before we get into the tips isthat you wanna be clear around
the tone of your copy.
Right? You wanna be clear aroundthe tone of your copy. There's a
brand, I can't think of thebrain the brand right now, but
(05:20):
there's a brand and they havevery fun communication. When you
read it, it sounds very fun.It's very enjoyable.
You just get a thrill out ofreading it. And so it also sets
the tone for what type ofcompany it is going to be. So
you don't want your jobdescription to sound flat and
professional if it's a litcompany. Y'all always going out,
(05:41):
and you're always hanging out,and you're always traveling.
Like, you want the tone of yourjob description to match the
tone and of the culture of yourcompany.
So we are really a down toearth, free spirited, fun, but
serious professional group ofpeople here at Unclown Media.
And you wanna make sure that youconvey the tone and the energy
(06:01):
and the personality of thebrand, throughout the copy
because you don't want people toread it, and then they get in
and it's something totallydifferent. You also don't wanna
overemphasize it, and then theyget there and they're expecting
perfection. So as you can see,it's super important to think
through, exactly what it is thatyou want to include. Alright?
So let's get into the 8 tipsthat I have here, for your job
(06:25):
descriptions. Alright? Number 1,do not exaggerate the titles of
your roles. Right? This issomething that I messed up early
on in the process.
Everybody can be a manager. Youneed to also know the different
levels of management. Right? Youknow, like, who's going to be,
like, a director, who's going tobe, like, an assistant, who's
(06:45):
gonna be a lead, who's gonna bethe manager. Like, you need to
really understand all thehierarchy of roles within
organizations and make sureyou're not saying, oh, you know,
I need a COO.
That's a c suite. And typically,c suites are well over, you
know, $75,000. You maybe can getaround get away with 55, 55 to
(07:07):
75,000 on the low, low, low end.But typically, a c suite role
requires so much responsibility.So if you're out here saying, I
need need a CMO, right, which isa chief marketing man a chief
marketing officer, then you mayneed a director, a marketing
assistant.
Right? But you might not evenneed a marketing manager. So,
like, you really need to knowthe roles and the hierarchy of
(07:28):
how these things work becauseyou don't wanna be out here
saying, hey. I'm looking for,you know, a COO, but you're
paying, like, an assistant. Youknow?
It's like, oh, I need a I need aCOO, but I'm I'm paying you like
you just got started. So yougotta know that the higher up
the chain, that you go for therole that you're looking for,
the more expensive it's going tobe, the more benefits you're
(07:50):
going to have to include, themore you're gonna have to
compensate, for theseindividuals. So whatever you do,
you really need to understandhow job roles, work within
corporations because you arecorporate and you wanna think
about, you know, making surethat you're not over
exaggerating the the the titleof the roles. Alright? Number 2
is a compelling headline.
(08:11):
So if I'm reading your jobdescription and I'm I'm reading
through, are you going tocaptivate me? And the best way
to think about this is if youknow, especially if y'all are
part of my community, thinkabout this like a sales page.
Right? If I'm coming to awebsite, you wanna have
something that's opening, that'svery compelling, that's
attention grabbing because youaren't the only job that they're
(08:31):
applying for. I think a lot ofthe times people say, well, I'm
paying somebody, so that shouldbe enough.
No. No. No. No. You have tomarket your jobs just as hard as
you market your products andservices.
Right? And there's amisconception that if I'm
paying, I don't really need togo that deep with it. Yes. You
do. Because just like you ain'tthe only one that's listening
that you need a social mediamanager.
There's 100 of thousands oforganizations across the world
(08:53):
who would say they need a socialmedia manager, and whoever can
effectively communicate thatopening, that title of what they
need, that's who is going to getthe person that that's going to
help them fulfill the role. Justlike you need them, they need
you. Right? And vice versa. So,so make sure you have a
compelling headline for the forthe for the role.
(09:13):
Right? Like, soon as you see islike, you know, for instance,
one of our openings on ourproject management job
description let me bring it up.Okay. Here we go. Are you, are
you the kind of person who lovesto keep track of everything and
make sure it's all runningsmoothly?
Does your schedule have aschedule? If so, we want you. We
(09:35):
are looking for a hyperorganized rock star project
manager to join our team and bethe glue that keeps our projects
rolling forward in one accord.Right? Now we professionally
hired, a copywriting agency to,write our job descriptions for
us, and so I highly recommend itif that's something that's not
your strong suit.
(09:56):
So definitely be mindful of theopening of your job description,
which moves me to the the nextpart or the next tip. Right? So
number 1 was don't overexaggerate the title of your
roles. Number 2 is compellingheadline. You know, Number 3 is
compelling opening.
So what I just said here was anopening. And then number 4 is,
(10:17):
like, what are you looking for?So be very, very clear in the
job description what you'relooking for. We're looking for
somebody who can do this andthis and this and this and this.
We're looking for someone whohas experience in this and this
and this and this.
And, actually, if you have anyupcoming projects that you know
they're gonna be jumping righton, include that. Hey. You know,
we're gonna be looking for aproject manager that could that
can do In addition to that,we're working on 4 projects,
(10:41):
that's going to these projectsare designed to help us grow and
scale the business, and we'relooking for someone who can
juggle multiple projects at thesame time. Don't just hire
somebody, bring them in, andthey don't they did then they
don't even know that you'retrying to get them to juggle a
100,000,000 things becauseyou're unorganized as the CEO.
So you definitely wanna bethinking through, like, what is
it that you're looking for andbe very clear in your job
(11:04):
description what it is thatyou're looking for.
Another thing you want toinclude in your job description
is a day in the life. What isthe day in the life like on
your, within your jobdescription? Like, what is a day
in the life with that with thatparticular role? So if you, the
graphic designer, what is a dayin the life is? And the day in
the life is, you know, we'regonna be doing marketing
(11:24):
campaigns and you're gonna begetting, multiple projects to do
in addition to creating, youknow, companion PDFs for our
clients and customers.
In addition to that, you'regonna be creating graphics for
our social media and our socialmedia reels. Like, be very clear
around what a day in the lifelooks like so they can kinda so
you can set the expectation andpeople are not coming into the
(11:45):
role with these, you know,ridiculous ideas of what they
think what they thought the jobwas and then it's not that.
Right? So day in the life isnumber 5. Number 6 is
requirements and education.
So if you have certainrequirements, now is the time to
tell them. Don't wait till theyget the job and then be like,
oh, yeah. Well, the requirementwas you needed to learn how to
(12:08):
use this particular software.You need to put that in the job
description so they can knowbefore they even apply whether
or not they even have thatparticular skill or requirement.
Right?
The other thing is what type ofeducation requirements do you
have? I know a lot of people,you know, are copying pasting
job descriptions from socialmedia or chat gbt or whatever
you all are getting jobdescriptions from. And a lot of
(12:30):
these job descriptions aresaying, like, hey. You need to
have a bass a a a bachelor's anda and a master's and all of
these, you know, differentlevels of degrees, when really
all they need is the skill. Youdon't really care if they got
the degree.
So, like, be very clear aroundwhat the education requirements
are, and and make sure you putthat on the job because you may
not need someone with a master'sdegree when they just may be be
(12:53):
writing documents or creatingtranscripts for you on your
coaching call. So don't, again,don't over exaggerate the
requirements or the education.So that was number 6. Number 7
is compensation, salary, wage. Iput them all 3 of these together
because I didn't know how youall wanna communicate with you.
You may resonate with the word,more than the other, but, like,
for me personally, you wanna Ialways let people know what
(13:16):
they're getting paid upfront,and I let them know that it's
known to gun it's nonnegotiable.That way you won't come to the
job saying, oh, I was cool withmaking x y z, but by the way, I
thought it would be cool if Ilet you know that I charge x.
No. No. No.
No. On the job, I said I pay x.Are you cool with x? Right? It
doesn't mean that there's notopportunity for growth, but I
(13:37):
want you to be clear about whatit was when you decided to apply
for this job.
Okay? So you definitely want tokeep, that in mind. So what is
the compensation for this job?You know, if you wanna get a
little granular, like, howfrequently people get paid and
all of that, be clear on that.One of the things I didn't put
on the list, but I think it'svery important.
It's like, what is the the isthis a full time role? Is this a
(13:58):
part time role? Is this atemporary role? Like, are these
people going to be contractorsor w two? Like, get clear on
what type of, employee orcontract are you looking for as
well?
And then the last one on on thelist is how to apply. How do
people actually go to apply forthe job? Do you want them to
(14:20):
email you? Which, you know, thisis what I'll say. I don't
recommend that.
I'm a talk about it in anotherepisode, but the tool we use is
called Workable. And we'll getinto that tool at a in a later
episode. But, you wanna havelike a CRM for your job
application. That's the best wayto put it. I don't know what the
the technical HR term is for it,but it's basically like a tool
(14:42):
where people can go and createtheir, you know, upload.
They can apply for the job. Weget it on the back end and we
can screen people and then sortout the applications based on
the submissions. So that's thetool that we use. But but what I
will say is that you wanna makeit easy for people to apply.
What is it that people have todo in order to apply for your
particular position?
(15:03):
So, here are the 8 tips. It'sreally gonna be 9. Right? So you
got don't over exaggerate thetitle of your roles. Number 2 is
compelling headline.
Number 3 is compelling opening.Number 4 is what are you looking
for? Number 5 is a day in thelife. Number 6 is requirements
in education. Number 7 iscompensation, salary, and wage.
(15:23):
And, number 8 is, like, whattype of position is this? Is
this full time, part time? Isthis temporary? Wanna be clear
on that. And number 8 is I mean,well, number 9 now is how to how
to apply.
I know it says 8 tips, but Iadded in another one so that
makes a number 9. So you wannamake sure that you are including
these things, in your jobdescription and making sure that
(15:46):
you are super clear around whatit is that you're looking for. I
really do hope that you allenjoyed this episode. Definitely
come and connect with me atardria richmond on Instagram.
Take a screenshot.
Let me know you actuallylistened to this episode. And if
you are enjoying the podcast,make sure you leave us a 5 star
review on whichever platform youare consuming and enjoying this
(16:09):
podcast. It has been a pleasureto serve you during this
episode. And until next timey'all, let's go live an
UnCloned® life and do what?Build an UnCloned® brand.
Bye y'all.
Popular Podcasts
On Purpose with Jay Shetty
I’m Jay Shetty host of On Purpose the worlds #1 Mental Health podcast and I’m so grateful you found us. I started this podcast 5 years ago to invite you into conversations and workshops that are designed to help make you happier, healthier and more healed. I believe that when you (yes you) feel seen, heard and understood you’re able to deal with relationship struggles, work challenges and life’s ups and downs with more ease and grace. I interview experts, celebrities, thought leaders and athletes so that we can grow our mindset, build better habits and uncover a side of them we’ve never seen before. New episodes every Monday and Friday. Your support means the world to me and I don’t take it for granted — click the follow button and leave a review to help us spread the love with On Purpose. I can’t wait for you to listen to your first or 500th episode!
The Breakfast Club
The World's Most Dangerous Morning Show, The Breakfast Club, With DJ Envy And Charlamagne Tha God!
The Joe Rogan Experience
The official podcast of comedian Joe Rogan.