Many employers are afraid of job descriptions. There’s always the concern that someday, an employee will turn around and tell you that it’s “not in their job description”, and be right.
That’s a short-sighted approach though.
Great employees won’t object to the occasional change in their usual routine. Great employers will make sure they stay occasional changes, or are formalized.
Not to mention that not having a clear job description when you’re hiring for retail can get you in a great deal of trouble! Here’s what you need to know about retail job descriptions, and why they can be the most important step in the hiring process.
Job Descriptions Do Shortlisting for You
Sure, you’re still going to get the occasional resume that seems to have been sent by someone who is simply applying to everything out there. However, when you create a detailed and comprehensive job description listing duties and requirements, candidates will automatically exclude themselves if they’re just too far off the mark.
While you do want to get a few great candidates for your position, if you can avoid the pile of unrelated resumes, you’re ahead of the game!
They Help to Justify Pre-Employment Screening
In Australia, pre-employment screening must be relevant to the job at hand. You cannot run an employee credit check, for instance, if you can’t justify that knowing your candidate’s personal financial information is relevant and necessary. Since you will need written permission to request a credit report anyway, it’s worth getting this out there early in the process.
If your retail job description emphasizes that the position will include elements of financial responsibility, then you can probably justify this sort of check, and use the results as a mechanism to eliminate unsuitable candidates.
What Your Background Checks Will Tell You
Having a detailed job description for your retail position is clearly important to ensure that you can conduct the employee credit check you need to ensure that your potential employees are the right person for the job. When you word it correctly, your job description will give you valid reasons to conduct several types of background checks, including:
- A credit report or employment screening. While you can’t see your employee’s credit score, you can view information about their financial history that can help to make an informed decision.
- A criminal background check. Again, if your job description includes the stipulation that handling money will be part of the role, you will have grounds to conduct criminal background screening.
- References from past employers, or character references.
- If there’s an educational requirement in your job description, then you will have grounds to conduct a credential verification.
None of these on their own provide a full and clear picture of character or ability, but they can help you to find the best candidates for your position, and that’s the best any employer can ever hope for.
We recommend, if you are hiring for retail and you do want to conduct in depth screening or employee credit check, that you speak to a screening company before you draft the job advertisement. It can make a big difference later, when it comes to choosing the right candidate.