Know-How Exchange : Career/Training

Firstly there's a ton of useful advice on Nancy Slessenger's website https://vinehouse.co.uk it's all about how to recruit sensibly. Not just trudging through piles of useless CVs.

Second issue: if you're hiring, you need someone who's honest. Now this isn't just them saying this (even crocodiles pretend to be honest!) - you need someone who actually does it. Because being honest takes no small amount of courage and so if someone's gone to the lengths of developing this capacity, they're more than likely to have established it as a character trait.

So how do you tell if they're honest or not? Well you could ask them a difficult and pointed question - the answer to which points to genuine honesty. Either that, or hire the person who when questioned proposes things you may not like the sound of. Remember it's taken them no small amount of courage to say this, and being truthful requires courage.

Put Nancy's ideas into action, and beware of the pitfalls I've mentioned. By the way, I use this to weed out bad clients, so please do not imagine that I'm just saying this for the sake of it. It's an extraordinarily powerful tool; it's incredibly simple and the results are truly startling.

Have you developed, for the position, the following ...
1. job title
2. job duties
3. skills needed
4. education and experience required
These are your first steps. Then, the job description. The job description details need to be a list of what the job's duties entail. And only you know that! What exactly will this person be required to do? You only say very generally that they will be doing "strategic marketing" .... but that is so very broad and can mean or include hundreds of things. Is it online marketing? Advertising? Customer outreach? What duties will you require the employee to carry out? When, how, where? These are all part of the job description.
But again, you've only given scarce details on the position, so it's difficult to give you input.

Can you provide more details?

Hi!
The job description should include as brirys said- job title and duties.
You can also mention no of hours the employee is expected to work per week, achieve a set target after maybe a 90 day probation period, also meet x number of prospective clients per week/ month. Incentive offered for target achieved.
Hope this helps.