Job descriptions primarily emphasize the specific tasks associated with a role, while position success profiles concentrate on the key outcomes that are critical for success in that role. Furthermore, a position success profile encompasses the essential core competencies required to achieve the desired outcomes associated with the position.

The objective is to transition recruitment discussions from a focus solely on job responsibilities to the establishment of specific, quantifiable goals that align with organizational requirements and corporate objectives. The position success profile serves to facilitate this alignment.

1. Creating the Position Success Profile
   
   The position success profile represents the initial formalization of the hiring criteria and, as such, must be comprehensive and precise. As the position success profile ultimately informs the communication of the position, the candidate selection process, and the initial performance evaluation of a new employee, it is essential that it be developed with the utmost care and attention to detail.
   
   

   (1)	Why You Need to Create a Position Success Profile Position success profiles do the following: (a) Define the performance standards and essential competencies required for achieving success in the position. (b) Support the recruiting and hiring process. (c) Identify the key responsibilities associated with a role in the event that the organization must make provisions for an individual with a recognized disability in accordance with federal or state legislation. (d) Differentiate between jobs that are exempt versus nonexempt from legal overtime and other requirements.
   (2)	What to Include in the Position Success Profile Similar to how a blueprint provides a definitive layout for a builder and ultimately for the homeowner, a position success profile delineates the expected outcomes associated with a specific role. A comprehensive position success profile typically encompasses the following elements: (a) The job or position title. The job title serves as the headline, which is why getting the title right is so important. Ensure the title describes the role (and level) accurately. (b) The department within the organization in which the position exists. (c) The reporting structure for the position, both up and/or down, as applicable. (d) A brief summary (one to three sentences) of the position and its overarching responsibility, function, or role within the organization and how it interrelates to other functions within the organization. (e) A comprehensive enumeration of anticipated outcomes, delineating the criteria for success, accompanied by a qualifying statement indicating that this list is not exhaustive and may be subject to periodic revisions in accordance with organizational requirements. (f) Whether the job is exempt or nonexempt. (g) The qualifications and educational requirements for the position (the specific knowledge, skills, training, language, and degrees or licensing). (h) Core competencies (qualities or attributes that contribute to superior performance in the position). (i) lf appropriate, a statement of the physical demands of the position (for example, lifting or mobility requirements). (j) A statement that the position also includes "such other duties as assigned” to protect your company's ability to add duties as needed. (k) A statement that your organization is an equal employment opportunity employer. Apart from everything else, a well-written position success profile reflects organization’s hiring practices and terms and conditions of employment which are areas subject to federal and state laws prohibiting organization from unlawful discrimination. As such, any references to race, ethnicity, colour, religion, sex, national origin, age, physical or mental disability, genetic information, sexual orientation, or other status protected by state or local law can expose company to a possible discrimination suit.
   (3)	Considering Educational Requirements and Qualifications Educational requirements, such as degrees and licenses, signify that an individual has completed a specific field of study or demonstrated proficiency in a particular subject matter. Credentials like these, or qualifications like certain work experiences or fluency in particular languages, are indispensable in certain professions. For instance, the individual who delivers pizza to your residence must possess a driver's license, and the appropriate medical boards must license the surgeon you hire.
   (4)	Describing Success Outcomes Outcomes represent the results of a given position. They are of the utmost importance and value, constituting the most significant element of the position success profile. The activities and outputs associated with the position should be aligned with these outcomes. These outcomes should be quantifiable, directly contribute to the achievement of objectives, and offer tangible value. The following are illustrative examples of the types of outcomes that should be included in the position success profile: (a) Meeting or exceeding revenue, profit, and/or growth targets (b) Delivering products and services to customers who meet their needs or delight them (c) Process changes in operations and/or product areas resulting in savings of time and/or money (d) Culture improvements shown to increase employee morale, productivity, and retention (e) Other measurable improvements that can be directly or indirectly attributed to the position (f) Better collaboration or relationships among distinct teams leading to quicker and higher-quality product/service delivery
   (5)	Making Sure That Outcomes Are Doable It is of the utmost importance that the job description be as realistic as possible. There are instances when a job description functions effectively until the individual hired attempts to fulfill the responsibilities associated with the position. One factor that should be taken into account is the compatibility of the various duties inherent to the position. Individuals who are creative may not possess the requisite skills to perform tasks that require a high degree of precision and attention to detail. Similarly, some individuals flourish when working independently on intricate, analytical tasks and may not seek collaboration within a cohesive team. When combining multiple responsibilities into a single role, it is essential to ensure that the resulting job description is not unduly restrictive, limiting the pool of suitable candidates.
   (6)	Being Specific It is imperative to utilize clear and concise language, and, when feasible, select words with a singular denotation. It is also essential to ensure that the vocabulary utilized accurately reflects the responsibilities and requirements of the position. For instance, the phrase "good communication skills" is too vague; a more precise and detailed description would be "the capacity to convey technical information to individuals lacking technical expertise."
   (7)	Setting A Salary Range Prior to initiating the recruitment process and exploring potential avenues for identifying the optimal candidate for the designated role, it is imperative to define a salary range for the position in question. It is possible that your ideal candidate may command a significant remuneration package; therefore, it is essential to gain an understanding of the prevailing market compensation for individuals with the requisite skill set.

   
   
2. ldentifying Key Considerations for the Job Posting
   
   If a comprehensive and well-defined position success profile has been developed, the task of creating an effective job posting is nearly complete. In essence, the posting should be regarded as a concise summary of the success profile, enhanced with a degree of distinctive appeal to capture the attention of potential candidates. This approach is commonly referred to as "sizzle," a strategy designed to ensure that your job posting stands out from the competition. To achieve this, it is essential to incorporate the following elements:
   
   

   (1)	Organization Information A description of the organization is instrumental in enabling jobseekers to ascertain whether it aligns with their professional aspirations. For instance, some individuals may elect to exclusively pursue opportunities at organizations of a specific size, whether that encompasses a modest enterprise or a sizable entity comprising a multitude of divisions.
   (2)	Your Ideal Candidate In a concise paragraph, delineate the characteristics that distinguish a superior job candidate. This illustrates the attributes that contribute to employee success while providing prospective employees with insight into the organizational culture.
   (3)	Additional Information Depending on your organization and the job position, you may decide to add any of other information.

Reference:
[1] Andrea Butcher. Human Resources Kit. John Wiley & Sons, Inc., 2023.