ADMINISTRATION Human resources managerial

it ceo sales

manufacturing purchasing marketing

STOP Losing Time & Money
Chasing Sample Job Descriptions
That Don’t Meet
YOUR Business Needs!

Get a Full Set of Complete,
Accurate, Relevant,
Professionally Written
Job Descriptions
that give you:

• Crystal-Clear ‘Job Purpose’
• Well-Defined ‘Job Content’
• Knowledge & Skills Needed for the Job
• Hiring based on ‘Best Fit’ not ‘Gut Feel’
• Decisive Control to Manage Performance
• Increased Morale amongst Employees
• Enhanced Productivity Saving $000s..!!

Dear Friend,

You’re here because you want to solve a job description problem. Maybe you’re one of those people who hate writing job descriptions! And that’s OK.

Most managers have a pathological aversion to it. It’s time-consuming and you’ve never had the training in how to write job descriptions.

Perhaps your hiring need requires a clear definition of the job, where wasted training cost is eliminated and performance is delivered sooner.

It may be that you want existing staff to be absolutely clear about what’s expected of them.

Or maybe your company is at that stage where a systematic approach to job descriptions is now essential.

Suppose you could hire an expensive consultant to prepare job descriptions for every job in your company, so you’d know exactly what you expect of each employee and – just as importantly – each employee would know exactly what’s expected of them!

Sounds too good to be true? Well, not if you’ve got the right tools…

Think about it for just a moment…

Your own success depends on getting results through people – but it can be so easy to make the crucial mistake of having them ‘doing things right’, rather than ‘doing the right things’..!!

So how do we solve the
job description dilemma..?

I’m Gary Keenan. My career combines the organizational and commercial sides of business, from junior to general management in multi-national, multi-cultural manufacturing and service environments.

Of all the things I’ve learned, starting from my early career as a young job analyst, perhaps the single defining out-take is a that many managers have a limited understanding of just how ‘jobs’ are structured.

Hiring starts with defining what needs to be done (the Job Description), from which you then extract the knowledge, skills and behaviors required by the ideal person to do it (the Person Spec).

When you hiring, candidates offer their knowledge, skills and behaviors. That’s how you evaluate their suitability - and it’s why we hire ‘people’.

With job descriptions, ‘garbage in’ can mean ‘garbage out’ – and risk a loss of business effectiveness AND shovelling buckets of money down the hole in employment costs!

And I’ve found there’s still a quite a bit of confusion in this area...

The big problem is that many ‘people managers’
have been fed a number of myths:

Myth #1: “Job descriptions are too restrictive”.
Wrong – job descriptions clarify what’s expected of the job holder!

Myth #2: “As a manager, you need to understand people”.
Great! But do your people know exactly what they’re are expected to
achieve, and what skills they need to do it?

Myth #3: “In the end, rely on ‘gut feel’ to hire and manage people”.
Gut feel’ – only if it’s a product of your knowledge and experience, is
actually ‘judgment’, in terms of:
- what is to be achieved,
- what needs to be done to achieve it, and
- who is the best person to do it!

But how do you really - really - know EXACTLY what you’re looking for..?

1. In the job description..?
2. In the person specification..?
3. If it’s relevant for your business..?
4. If it helps you hire the right person for the job?
5. If it helps you drive better performance..?
6. If it saves you precious time and money?
7. If it makes you a more successful business manager..?

Today I’m going to answer
these questions – and much more!

Let me explain…

Take say, a Field Sales Executive. You want to hire a Sales Exec to "cover off" some area of your sales operation. Maybe in this case you find it quite easy to list off the essential elements of job content:

1. Ongoing identification of new prospects...;
2. Win access and deliver benefit-led presentations...;
3. Maintain in-depth product knowledge... etc. etc.

… but how do you define exactly how this job fits with the overall sales effort?

What is the job there to deliver for the business? Sure, we’ve just listed some of things that need to be done in the job, but we haven’t said why!

We need a mechanism, right? Some kind of anchor that at the same time defines why the job is there, and then regulates the job focus. Try this one:

"The achievement of direct sales results in accordance with established targets within his/her assigned territory and/or product categories".

Now that’s promising..!! Any job - and every job - exists to fulfil a specific, tangible business requirement. In other words, there’s a PURPOSE to every job that actually defines what end result the business requires of it.

With a well-crafted business PURPOSE, job content will flow naturally and systematically to include all the above we’ve described and product & territory forecasting, product knowledge, call planning, selling, customer care, management reporting and more..!! What’s more, you can also identify any job content that’s clearly unnecessary or even inappropriate!

It’s the same as - it’s exactly the same as:

1. Trying to devise a business strategy without first laying out your business objectives. Business Strategy must follow Business Objectives.

1. Trying to lay out training program content without first defining the learning objective. Training Content must follow Learning Objectives.

… just as Job Content must follow Job Purpose!

Moreover, doesn’t it immediately appear so much easier to recruit and train new hires, and evaluate performance of day-to-day activity against the explicit Job Purpose?

Effective businesses – whatever their size and scale – acknowledge the interdependence of their component parts. They structure their jobs to discharge a specific ‘Business Requirement’ for the job - in a statement of the Job Purpose!

Only from a proper Job Purpose can you create the actual content in the job description!

If it doesn’t have a ‘Purpose’ then, believe me - it may not actually be a valid “job”, and you genuinely risk paying people to be busy, rather than be effective!

So, what are your optionsfor a job description?

Option #1:
Well, you could research online or offline government resources for job descriptions.

The difficulty here is that government job description resources are process-driven, NOT outcome-driven. The emphasis is on detail, compliance, conformity – not the results-focus of a commercial organisation!

Option #2:
You could research online job portals by actual or similar job titles to your own requirement.

In my analysis, online posted job descriptions can range from shallow to incomplete, with an almost universally absent Job Purpose, and an over-emphasis on the required skills and experience of the ‘ideal candidate’!

It’s much easier to describe the ideal candidate than the role they are required to perform! No disrespect to them, but many commercial recruiters are under-skilled in job definition and analysis!

Option #3:
You could log on to an online provider to construct and download a job description.

Here, you risk over-compensating by packing the job with too much detail, against a non-existent, undefined Job Purpose. Think about that - in effect, YOU become the author of a document based on job content, not job outcome! A job that’s busy, but not focused.

Option #4:
You could hire a consultant to analyze and write up multiple job descriptions in your department or company.

The big-bucks option, this would cost you several thousand dollars! It would likely resolve the issue, but if you’re web-searching to overcome a problem in this area, I doubt you want to actively follow that route!

Alternatively, take a look at this brand new solution that,
all at once, cuts through the job description dilemma..!!

Based on my years of insider exposure to job analysis & design, recruitment and performance, across multiple industries and sectors, I’ve learned that:

• The vast majority of the 4 million US, or 1.6 million UK companies with up to 50/80 people (not to mention Australia, Canada, South Africa and many more) have no systematic approach to creating job descriptions;

• If you’ve no systematic approach to job descriptions, you can’t undertake systematic selection of new hires;

• Research shows employees are far more productive, with higher performance, higher morale and satisfaction levels when their jobs are clearly laid out; That’s not just my opinion, that’s evidence!!

• Other than perhaps in many larger companies, most managers have no training or expertise in writing job descriptions;

• Of their nature, many job descriptions can be standardized across multiple companies in multiple industries. The nature of the job remains identical – a sales manager is a sales manager..!

Accordingly, I’ve now put all that learning together and assembled a
one-time eBook resource blueprint:

25 Business-Critical
Job Descriptions
…and How to Write Them!!

Packed with 25 high-demand
Job Descriptions & Person Specifications
in
General Management, Sales & Marketing,
Information Technology, Production and Administration!

AND the Inside Track on just
how great job descriptions are put together
in a systematic way!

Here’s the list of Job Titles covered,
nearly all of which apply to
almost every business..!

	EXECUTIVE:	Chief Executive Officer
	SALES & MARKETING:	VP Sales; Sales Manager; Field Sales Exec; Sales Administrator; Marketing Manager; Brand Manager; Product Marketing Manager; Market Research Executive;
	OPERATIONS:	Manufacturing Manager; Buyer; Production Department Supervisor;
	INFORMATION TECHNOLOGY:	IT Manager; Project Manager; Project Leader; Business Analyst; Systems Administrator; Systems Administration Manager; Software Engineer.
	ADMINISTRATION:	HR Manager; Staff Development Specialist; Office Services Administrator; Secretary; PA / Executive Secretary; Receptionist.

What’s more, each of my 25 Business-Critical Job Descriptions
includes the Person Specification of the ideal candidate!

Here’s a summary of the benefits you receive!

Evaluate new hires based on the Job Purpose!

- All my job descriptions carry a specific Job Purpose that actually defines the Business Requirement for the job, so these job descriptions are accurate! I absolutely guarantee you, there simply isn’t a superior ‘job purpose’ to be found out there, because I’ve looked!

Only ‘must-have’ job content in my 25 Business-Critical Job Descriptions - from which you’ll recruit and select your job-seeking audience!

- Only from accurate job content can the required knowledge, skill and behaviors of the ideal candidate be extracted – which is your person specification. If the ‘Job Purpose’ is accurate, it follows that the ‘Job Content’ HAS TO BE accurate! ‘Content’ is derived from the ‘Purpose’.

Key knowledge, skills & behavior analysis comes with each of the Job Descriptions. You get the Person Specification of the ideal candidate for each job!

- All analyzed under relevant headings in Business, Technical, Managerial / Administrative & Interpersonal Skills, Typical Education & Experience at Entry Level. It will be on this that you base your evaluation of a person’s suitability for the job. Otherwise, it’s a risky case of “garbage in, garbage out”!

An accurate base for appraising staff performance to achieve both business and personal goals!

- While you can further customize the detail of the job description to your own organization, my job descriptions always lay out the primary duties against which YOU set the job performance standards. The job description lays out what needs to be done – you determine with the employee HOW WELL it’s to be done!

At last, watch your confidence and expertise begin to grow sharply in working with job descriptions & person specifications!

- 25 job descriptions with combined person specifications, all in a standardized format, will give YOU the breakthrough know-how in the interdependence of jobs. Just from the format and the content, you’ll see and understand how jobs at different ‘levels’ relate to each other.

Finally, employee morale will grow with a clear description of their job!

- At last, crystal-clear job purpose and content helps give employees greater ‘ownership’ of their jobs. Published research in Europe declares yet again that the top-ranked reason for job-changing in 2007 was related to employee negatives in ‘Recognition’.

Don’t just take my word for it!
Read below what some of my clients have said:

"I'd really like to thank you for your assistance…
…a big help to me, and the staff are now much more focused".
RB - Chief Accountant

“Job descriptions that turned mud into gold. Thanks a lot!"
PF - General Manager

"Don't know where I'd be without you, Gary."
DO - Recruitment Consultant

"A couple of candidates actually remarked that they were attracted to the job because of the way we had presented it."
HR Manager – Hospitality

You’d need to spend a small fortune…

So, what about the price..? Don’t you think this 25 Job Description resource should be “expensive”? After all, how much would it cost you to hire that consultant for a multi-job assignment, have them analyze the job or interview the job holder, then write up just ONE job description..??

And if you were to undergo all the training I’ve done, read all the books, written and refined literally hundreds of job descriptions in different industries and countries ... you could quite easily invest over $10,000 just in the costs alone, depending on the value you place on your time…

That’s why these 25 Business-Critical Job Descriptions I’ve laid out in my e-book would be a huge bargainat a price of $199 or even $299 ... just a fraction of the time and costs I've incurred.

But think a moment… Just based on the career-lasting resource that I’ve outlined above, what would the information that I share be worth to you?

How about a quite unbelievable price of $47, which is only $1.88 for each of these rock-solid, solutions.

The information you’ll acquire and learn will be worth many thousands of dollars to your managerial capability in delivering effective hiring and performance, morale-boosting and business-building solutions at work.

Not only will you get my powerful Job Description solutions and techniques ... but by taking action right now ... I'll going to give you the following one-of-a-kind bonuses valued at almost $400 along with your order.

Act immediately and you’ll receive
these FREE Bonuses!!

Since I know it's 100% to your benefit to act right away, I want to sweeten the pot and give you every possible reason to invest. In my downloadable eBook of 25 Business-Critical 20 Job Descriptions & Person Specificatons, I’ve simply giving away the following additions to pile on the value you’ll derive!

This won’t last - my next edition won’t carry these great bonuses - as I’ll be moving on with even more revealing people management tools.

BONUS #1 - 10 professionally written job advertisements!
(Value $350 each – yes, that’s right! Clients actually pay me
up to $350 to write an executive job advertisement!)
10 selected Job Advertisements designed to target & filter your candidate audience for each of these 10 management jobs! 4 concise paragraphs, carefully crafted in professional business English. Customize to suit – but keep the structure! It works!

(Includes: Management Accountant; Financial Accountant; Manufacturing Manager; Production Supervisor; Marketing Manager; Public Relations Manager; Sales Manager; Sales Representative; Sales Administrator; Human Resources Manager).

BONUS #2 - Employee References!
(Value $15: Don’t you just love doing these..??)
Probably the first time on the internet – a winning 4-sentence Employee Reference Template for you do customize in 2 minutes! You’d never believe how many people have asked me how to write a reference!

BONUS #3 - The Employee Induction / Induction Template!
(Value $19 –‘Day 1’ head-start on new hire performance)
No more confusion on what to do or say to your new employee on their first day! Get your people delivering performance - earlier! The 3 Simple Steps to Employee Induction – what they are, and how to do them!

BONUS #4 – A true story on the Benefit of Training!
(Value $???? - Find out how much I saved my employer!)
Read how a basic, one-word question I posed haunted me to a solution that saved $000s for my employer, and how you can do exactly the same!

So, let’s talk one-to-one now. Maybe you’re thinking…

• “Not another downloadable online course book..??”

My friend, this is not a course, seminar, workshop, or training program, nor a piece of super software. It’s your solution!

My 25 Business-Critical Job Descriptions are single sheet, focused, winning documents that sky-rocket YOUR managerial capability in hiring and getting
results through people!

You’ll see the linkages between jobs at different levels, and how a systematic approach to defining jobs is a critical managerial skill – essential for effective hiring, training and ongoing performance.

1. “I’ve only 5 employees. Why do I need your 25 Job Descriptions”?

You may have only 5 employees now, but I’ll argue that these job descriptions give you the tools to carry you seamlessly forward to a business environment of greater scale. How can I put it? It’s the kind of document you’ll keep, and refer to, for years!
I guarantee it!

1. “I’ve never downloaded an eBook before”

Try it, it’s simple. You’ll be reading these job descriptions in 5 minutes!

1. “I’ve no time to read a thick manual”

Neither have I..!! But it’s not a thick, hard to read ‘how-to’ manual. It’s the lean ‘meat & potato’ of 25 Business-Critical Job Descriptions & Person Specifications!

You can't lose with my 100%,
ironclad, money-back guarantee!

Print out the jobwriters.com guarantee
and keep it for your records!

I want you to have guaranteed satisfaction with a 100% no-questions-asked, iron-clad guarantee! If you aren't absolutely satisfied with this product, just contact me within 1 month of purchase and I'll refund you 100% of your purchase price. That's my personal guarantee to you.

You don't have to decide now if this product is for you. Just get it now and try it out.

If you believe it won't help you recruit and evaluate potential employees, or give you a better grip on how the jobs in your organization fit together, or even assist the appraisal of an employee's performance - or if you just don't love it, let me know and I'll give you all your money back! So you have absolutely nothing to lose and everything to gain!

You’re just 5 minutes away
from a major change in your organizational life.

You deserve to have the best resources to equip your business effort in targeting and hiring the right people for the right job, so now it's time to take action and make it happen.

For many of you, just ONE better decision at work or in your career is enough. But again, don’t think about just recouping the investment. Think about multiplying it. Think of getting it back 100 times over in better hiring and people management decisions and personal growth in your career or your business.

Take action now and make the breakthrough in how YOU deploy and manage your people at work.

Your order will be processed through PayPal
so you can be confident the transaction is secure.

To your success!

_____________________
Gary Keenan
CEO, jobwriters.com

P.S. Remember, my absolutely no-quibble iron-clad money-back guarantee means that I take all the risk!

P.P.S. Catapult your effectiveness in hiring more productive, more satisfied employees!

P.P.P.S. 25 Business-Critical Job Descriptions - all based on a defined ‘Job Purpose’, so they HAVE to be right!

P.P.P.P.S. Save your precious time and money trying to write job descriptions, when you can have them for life, for real, at your fingertips!

P.P.P.P.S. Take action right now and download your 25 Business-Critical Job Descriptions eBook and the 4 Free Bonuses within minutes!