Traditionally a job description is drafted by conducting a full analysis of the role and breaking down each task into levels of priority. A job description is the first taste of what an employee is to expect from the role and therefore writing one should be a priority to any organization.

1. Where to start?

It may sound patronizing, but the best way to analyze a position is to have it described by the current employee, first-hand. Take some time out of your day to sit down with your employee(s) and discuss what they do, how they feel about each task, what they find challenging and what they find rewarding. Knowing about the extra bits of their role holds more value than you may think! Getting first-hand information like this is not only beneficial in writing job descriptions, but also as a resource in the case of sudden spikes in employee turnover.

2. How to be accurate?

As mentioned, job descriptions rarely meet the actual job’s demands and instead reflect a basic outline of what the employee should be doing. Most employee’s work longer hours and transfer their skills across more divisions than what was initially described. New Zealand especially, with a market dominated by small businesses, requires employees to be ‘jacks of all trades’.

Despite the need for transferable skills, stating the basics is a crucial part of the job description. Will the employee be answering phones? Compiling reports? Cleaning the kitchen? Completing end of month sale budgets? Analyising stats? The best way to be accurate is to be honest. There is no reward in omitting the ‘less favourable’ tasks in order to bolster the position. False advertising eventually leads to employee dissatisfaction, and reflects poorly on the organisations’ ethics.

3. What is included in a job description?

Arguably, the most important aspect of a job description is whom the employee will report to. Make this clear in your job description; even if it means including a graphic to illustrate how the company operates. The more senior the position, the more important it is to have this understood by the applicant – if an employee is unsure about whom they report into, they will be unsure of their standings within the management umbrella. Other important areas to include are:

• tasks / everyday functions
• key clients / employees / suppliers
• percentage of time dedicated to each main function
• the goals or mission statement of the company
• key skills required
• milestones (if relevant)
• KPI’s / sale targets (if relevant)

4. Is a job description really that important to a business?

In short – yes. Of course, for every one HR Advisor or Recruiter that agrees to this, they will be inevitably challenged by the majority of other departments. Put simply – job descriptions are a lot of time and effort with absolutely no monetary gain. However, dynamic managers and successful organizations will agree that a business is built ‘from the ground up’. Therefore, the effort and time that goes into foundations is invaluable.

As an employer, it’s important to have current documents, so if it’s been more than six months, go through the job descriptions on file and consider whether they are still relevant. You’ll be surprised about how quickly a position can change, and at what extra duties your employees have picked up!

Questions? Suggestions? If you’d like to know more about job descriptions please email our HR Advisor- michelle.reasbeck@crackerjacks.co.nz!

Here are a few tips we think might help you prepare for that next big interview:

• Be prepared. Explain your past experiences, job changes and any personal successes. Give examples of projects you’ve workedwell on, sole charge responsibilities you’ve had and how well you’ve worked alongside your peers throughout the employment duration. If you’ve run a marathon, say so! That’s something an interviewer would like to know as it formulates a deeper understanding of who you are, what you value, and where your interests lie.

• Be specific. It’s important to know your strengths and weaknesses before walking through the door. Demonstrate to the interviewer that your key skills can match their job brief. Saying that you have ‘great analytical skills’ won’t impress anyone. The interviewer or panel are looking for justification of this skill, how it was utilised, and what portion of your job was dedicated to it overall. Just as importantly, an interviewer is looking to see if you’re able to acknowledge areas that may challenge your expertise. Bringing attention to your weaknesses in an interview may sound detrimental, but in reality it demonstrates your humility, maturity, and level of self-awareness.

• Sell yourself. This is the part where interviewers are trying to get a feel for your personal character. Remember, every workplace environment will be different and you might not always be the right fit. If you’re a person who operates best independently and in a quiet space, then tell them- it may be exactly what they’re looking for!

• Do your homework. Research the organisation. There is nothing more alarming than an interviewee not knowing important facts about an organisation. Have they been in the news recently? What for? Are they international? What do they specialise in? What are their core values? Showing that you’ve taken a considerable amount of time to understand the organisation will be well received.

• Make it work for you. It’s important to remember that an interview is also your chance to gauge whether or not they are an entity you would like to work for. More often than not, interviewees feel under attack with the bombardment of questions they’re asked. If you have questions or concerns then this is your chance to voice them. Keep in mind that an invitation to interview doesn’t mean you’ll love the position or company, so try not to let this stress you before the interview!

If you’d like to learn more about the job application and interview process, take a look at one of our earlier articles http://www.crackerjacks.co.nz/resources/the-silver-bullet-to-getting-that-job-interview/.

We’re looking forward to working with you next year and hope that you have a safe and relaxing holiday.

-The Crackerjacks Team.

There are tasks that we love and naturally, ones that we loathe. The trick to productivity is not to let the loathsome tasks affect the rest of your day. We’ve got a few tips to help boost your workplace productivity and clear your to-do list before the Christmas break.

• Use a diary to keep track of your progress. We tend to pay more attention to something when we record it. Get yourself a work diary and make notes on your accomplishments or cross items off that ‘to-do’ list.

• Get ready for tomorrow. Take a few minutes to set yourself for the following day. Leave a task midway through (provided that you know it is something you can pick up tomorrow) so that the next day you can get right into work and start the day with an achievement.

• Make a list. Tasks that you need to complete before the end of the day? Before the end of the week? Jot them down and work your way through the list. When you find yourself off track, take five minutes to refocus and check your list to see where you’re at.

• Escape from phone calls and emails for an hour. Use this time to work undistracted on a big project or deadline piece. Take your notes and go somewhere quiet to work, you’ll be surprised at how much you can achieve in an hour without the distraction of a computer.

• Take five. If you find yourself hunched over a computer or gritting your teeth after a phone call, get away from your desk for five minutes. Take a walk, de-stress and re-energize for the rest of the day.

How do you get an unproductive day back on track? Would you like to share your tips with us? Drop us a line below or email to info@crackerjacks.co.nz

If the holiday season has employees dreaming of summer at the beach rather than that presentation due Monday, or your if workplace just needs a little lift, take a look at our motivational techniques!

• Dish out a little praise. Everyone likes to receive praise for their work; it can be as easy as a quick email, a passing comment, or by presenting an award at a staff meeting.

• Run a project without managers, even just as a trial. Some CEOs love this idea; others label it chaotic. Every workplace is different and in some cases employee dynamics function better without titles and hierarchy.

• Give constructive criticism and disguise it as a suggestion. No one likes receiving criticism. It can ruin the day and bring productivity to a grinding halt. Suggest ideas to employees in a way that they can take the idea and make it their own.

• Pitch in. Ask around, see if you can help anyone and spend half a day working with your employees rather than above them. This also gives you a chance to see where they’re at and pass on any skills or advice you have.

• Offer flexible working conditions. Not all employees need them but having the option is an easy way to boost employee satisfaction.

• Celebrate birthdays. Pass a card around the office or head to the local café for a birthday coffee.

• Share company success. When the company is doing well ensure that your employees know. The same goes for low points- involving your employees so that they share the successes and failures gives a sense of belonging.

What motivates you? How do you get through a long and tough week? We love to hear from you so share your thoughts by dropping us a line below.

Thanks to Warner Bros. Pictures we are giving away 5 double passes to  Happy Feet Two (3D)!

To enter the draw all you need to do refer a friend to sign up with Crackerjacks! Get them to sign up and send an email with both of your names to amiria.britton@crackerjacks.co.nz and you’re in the draw for a double pass!

Winners will be announced on December 18th.

In cinemas December 26th.

www.happyfeet2movie.co.nz

We would like to offer our contractors a few pieces of advice to help update and send their CVs to the top of the pile.

The Content:

• Keep it short, simple and relevant.

• Use plain language- cite specific key achievements but try to keep technical jargon to a minimum (for all you IT gurus we appreciate that you need to use terminology and a good employer will understand this!)

• Tailoring an application- employers expect your CV to match the job advertised. If you’re applying for an administration job and have experience in customer service, research and labour, leave the labour work out as it’s irrelevant.

• Include technical or business skills where appropriate- if you’re skilled in C#.NET but don’t have a qualification this is where it goes.

• Provide examples of your professional achievements- did you increase profit? Reduce office costs? Introduce a new and successful system? Employers like to know these things!

• Cover letters are important- they allow a candidate to expand on information in their CV, explain any career changes or gaps and give the employer a glimpse of their personality.

• Avoid fillers- were you a prefect in high school? Captain of the social ultimate Frisbee team in year 12? Unless it’s your very first role, most employers won’t be looking at those sorts of achievements. Instead, try including large scale milestones i.e. running your first marathon.

• Extracurricular- community involvement helps an employer understand your personality and what drives you. If you’ve volunteered with the Rena clean up or taught children how to read, include these activities in your CV.

The Format:

• Use bullet points- they’re much easier to read than a long sentence.

• Keep it concise- forgo the cover page, instead put your details (name and contact details) alongside “Curriculum Vitae” at the top of the first page.

• Format your CV- space your CV, use a basic font that’s easy to read, keep it black and white, spell and grammar check and leave the graphics out.

• List your career history chronologically- include the month and year for your career history, for example: Jan08-Sep10.

At Crackerjacks we tailor our candidate profiles so that businesses are given a snapshot of your experience and skills without all the clutter. Any questions? Need a bit more advice? Leave a comment for us below and we’ll get back to you!

Software developers with more than five years of experience are charging between $70 and $100 per hour for their services. The average wage for developers seeking work this month is $60.30, with higher remuneration for experience and a wider range of skills. CIOs are expressing concern over the lack of skilled developers to cope with the post-recession developments. With the skills shortage far from over, businesses are looking towards contract employees to fill the gap.

Specialised skill sets mean that contractors, particularly those who are up to date with current technology and software trends, are ideal candidates. ERP back-end applications and increasing use of the web as the primary delivery channel are two areas that CIOs are currently developing. Crackerjacks has noticed an increase in demand for developers with five or more years experience in Android systems, CRM 4, Silverlight, Java and C#.NET.

The increasing trend of outsourcing to contractors represents the realisation that it’s not always possible to use permanent employees for these projects. Employers are finding that it is economically more viable to bring in a contractor to complete the project than to train existing employees.

Has the shortage affected you, either as a contractor or as a business? Let us know your thoughts by leaving a comment below!

Congratulations to Amiria Britton who will be Crackerjacks’ new Communications Advisor! With a degree in Politics and Asian studies, Amiria is passionate about people, culture and communications. Throw a Diploma in PR and Communications into the mix and Amiria’s talent for writing will see her drive the marketing and PR initiatives for Crackerjacks. If you have any queries or just want to say hello, she can be contacted on amiria.britton@crackerjacks.co.nz or (09) 914 8540

The New Zealand Herald recently published an article on overworked employees and discussed the changing face of the workplace. Overworking is far more prevalent in white collar jobs (with teachers, journalists, lawyers, accountants and engineers topping the list) than many suspect with 36% of the workforce clocking up nine to eleven hour days on a regular basis. Despite the numbers, we are still better off than the global average where nine to eleven hour days are a daily routine for 38% of the population.

Studies by the Department of Labour indicate that working hours in New Zealand have decreased since 2004, despite media protests of otherwise. Explanations for these conflicting statistics are that:

• While the Department of Labour assumes that reduced work hours correlates to a workforce committing less hours, a survey by Regus indicates that 46% of workers are taking their work home.
• Budget cutbacks for staff and overtime hours have meant that the same workload is spread among fewer employees with less time.

A report by New Zealand employment economist, Paul Callister, proposes that advances in technology have greatly impacted on employee work schedules. Technology has blurred the line between work and home with smartphones, laptops and Wi-Fi making work readily accessible, whenever and wherever. In response to a number of surveys, employees indicated that their main reasons for taking their work home was that it was more efficient. For those with families it means flexibility without sacrificing work hours or pay.

As a contractor do you tend to work more hours than intended? Do you feel that technology has had a significant impact on your work ethic? Feel free to leave any comments below, we love to hear from you!

To read the full New Zealand Herald article click here.