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Whether you are hiring or you are searching, when it comes to the process there may be no important&nbsp;element than the job description. As we have discovered over the years, a well thought out job description can make all the difference in creating the right fit for both the employer and employee.

On occasion, we are contacted by a franchisor in search of a candidate with a job description that is little more than a generic description of the job such as&nbsp;&quot;we want someone to sell more franchises,&quot; or&nbsp;&quot;we need someone who can work in the field with franchisees,&quot; or&nbsp;&quot;we need someone who is good at finding premium real estate sites.&quot;

While this does, indeed, tell what is expected of the candidates, it does not provide the detail needed to help the candidate determine if he or she is a good fit for the position. As a result, the franchisor often ends up with many under- or over-qualified candidates who may have thought that they were perfect for that position, but ultimately didn&#39;t have the qualification the franchisor was really seeking.

So what makes an ideal job description? Based on our experience, the best way to create an effective job description is to start with a blank screen and carefully identify and review as many specific elements of the position, such as:

<ul>
	<li>Job title</li>
	<li>Who will this person report to?</li>
	<li>What is the purpose of the position?</li>
	<li>What are the primary duties and responsibilities of this position?</li>
	<li>If you had to list the four most important criteria of the position...what would they be?</li>
	<li>What, realistically, are the specific requirements of the position?</li>
	<li>Is the compensation in line with the scope of the position?</li>
</ul>

If you are a franchisor, think in terms of what the ideal candidate will want to know. Candidates are attracted to join a new franchise system for a variety of reasons:

<ul>
	<li>the excitement/uniqueness of concept,</li>
	<li>is the company in a growth related segment of the industry or a mature, proven segment?</li>
	<li>is there opportunity for increased responsibilities and earnings?</li>
	<li>will they be able to make a significant contribution to the company?</li>
	<li>how attractive is the corporate culture?</li>
	<li>are the goals or metrics of the position realistic?</li>
	<li>what has been the average longevity of current staff?</li>
</ul>

If you are a candidate, spend some time really delving into the job description and be honest with yourself. Do you fit the requirements? Does this sound like the type of company you would want to work for?

Better yet, whether a franchisor or candidate, don&#39;t do it yourself. Seek input from your networking group, other key franchise executives and/or an experienced recruiting firm like&nbsp;Franchise Search Inc.,&nbsp;who speak with candidates every day who are in search of the right fit.

Whether a franchisor or a candidate, the ultimate goal is to find the ideal person for the position and in turn finding a company that will permit you to reach your full potential.

Regardless of the position spending time on crafting the job description can go a long way towards accelerating the search process.&nbsp;

Impact of Job Description on Job Search | 1851 Franchise

1851 Franchise

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