By Ryan Gillespie, Technical Insurance Recruitment Consultant at Hillman Saunders.
I write this blog in light of a recent experience with a candidate who on paper was absolutely “ideal” for a particular position however rejected the chance to even have their CV submitted to the client for their review in light of the administration-focused Job Description.
My colleagues and I – along with the Hiring Manager – knew that the role was certainly more front end but this was not reflected in the JD and even though I, along with my colleagues, tried to persuade the individual to trust us (knowing what the role really was undertaking day-to-day), he decided against such.
The irony of this was that he went for similar roles within the market and actually accepted a position which was similar but not as good as the role which I describe above BUT because of the Job Description, this was crucial in getting him in front of one client over another.
So what makes a good Job Description?
On the hunt for new jobs in today’s world, we as individuals always question our own CV and ask advice from family and friends along with Recruitment Consultants to make us stand out from the crowd.
However, when did we in this ever-increasingly crowded marketplace ask the question back to companies with ‘What makes YOU stand out from your competitors’?
Let’s be honest to ourselves and state that there are certain criteria that we look for when it comes to looking at new opportunities:-
(A) the size and stature of a company within its own industry
(B) it’s branding and how it is respected by its peers within said industry
(C) the role that you have applied for and corresponding JD
All in their own independent right are extremely important considerations for all candidates but the one that I feel is underplayed is that of a solid and detailed Job Description (JD).
As a recruitment consultant myself, it’s absolutely vital to present your client to a potential candidate in the best possible light, along with as much information as possible as regards to the company, its ethos and values, and the day-to-day duties of the role which that organisation is recruiting for. BUT what if all this is said without backing it up with a comprehensive JD!
This brings me onto a discussion that occurred within the Hillman Saunders office over what is important within a JD – is it purely the nuts and bolts describing what the individual will be undertaking on a day-to-day basis or it is necessary to incorporate some more “fluffy” elements to the JD – including internal competencies, job categories and so on?
Additional information that we as a specialist London Insurance Market recruiter find ourselves asking clients to present to our candidates would include but is not limited to:-
– CLASS OF BUSINESS
Full breakdown of class of business. For example is the Energy business split between Upstream, Downstream, Midstream and Renewables if relevant?
Where in the world does the portfolio specialise? A breakdown of % splits is preferable to a candidate OR is there a particular region that the team maybe need to bolster its offerings/expertise?
– UNDERWRITING AUTHORITY & CLAIMS SETTLEMENT AUTHORITY
To be clearly outlined on the JD!
Ensuring the use of this word is not used to the detriment of the position. i.e. state slip or endorsement production in a Broker Support role and not label this as solely administration.
We would welcome any thoughts from HR Business Partners / Managers and candidates alike on their experiences of job hunting and writing Job Descriptions!
For anything you wish to discuss relating to this article or further afield, please don’t hesitate to contact me on the details below.