Job Analysis and Description

For the job analysis one has to determine requirements for the job mostly involving the persons personality, experience, and education. The job analysis should cover

• The mental and physical tasks involved (does the position require mental and time planning skills or physical strength)
• How the job is accomplished (special methods or equipment)
• The reason the job exists (explanation of job goals)
• Qualifications needed (skills, previous experience, knowledge)

The job description is mostly used for making ads for the position. It should describe the job's goals, responsibilities, and duties. Included should be the job title and whom they will report to as well as their major and minor duties. Describes the personal requirements like education, experience, or skills/knowledge. Finally it should include any hazards associated with their job. More information on writing job ads can be found here.

Places to Find Employees

The following is a list of places where you can find employees

• Classified Ads in newspapers
• Network
• Tell both your professional and personal connections about the job opening
• Distribute fliers
• More useful for finding less skilled work
• Contact school placement offices
• List the jobs with colleges/universities and trade schools or even high schools if the position does not require much experience or skill.
• Employment Agency
• Fees justified by the time and $ saved
• Referral by current employees
• List opening in professional associations' job banks
• Industry publications
• Post in newsletters or industry publications that have sections for job openings
• Online
• Monster.com
• WorkLife.com

Checking Credentials Online

Before hiring an employee, their credentials should be checked online.

• Look up websites of former employers, search using the applicants name, look in news archives, and finally university sites.
• At least 20 states have criminal and property databases on the web.
• Ask applicants to sign a waiver if you search their history
• Fair Credit and Reporting Act requires anyone handling consumer data to be impartial and protective of individuals' privacy.
• Can't always trust what you find on the internet

Human Resources

employees

Reasons for hiring new employees

• Extending deadlines while risking losing clients
• Wasting valuable time on trivial tasks
• Special tasks that could be handled better by a specialist (ie Web design)
• Spending a lot of extra hours to catch up regular tasks that could be partitioned out.

Possible Solutions to Situations above

1. Get help from friends or family
• Useful for temporary basis when jobs become too difficult or certain tasks could be extensive when done alone. Pay a fair price or compensation for their time. Treat them with the same respect you would your colleagues and other professionals
2. Hire an employee
• Most decisive factor is if you can afford an employee. Option also limited by amount of space available as well as whether or not your company needs to be zoned for an employee. Can be paid by the hour. Responsible for health benefits & paid vacation.
3. Use a temp service
• Skilled persons hired for temporary or long term assignments from temporary employment agencies. More useful for tasks like data entry, phone answering, and non-specialized tasks.
4. Outsource to a freelancer
• Used on a project basis. Consists of sharing work with other business owners. Useful because no need to pay employee benefits, also gives specialized services from experiences professionals. Lists of freelancers can be found here.
5. Hiring business support services
• Similar to freelancers but companies are dedicated for support services. Also have specialized services. List of business support services found at the Association for Business Support Services International Inc.