How to analyse a position

Learn what position mapping (job analysis, role description) is and how to do this.

A position map, also known as a "role description", is the input and starting point of the hiring process. The position map is an agreement by all stakeholders and hiring managers regarding who they are looking for.

The video below is a real-life example of a hiring manager explaining the position to the executive search consultant. Watch the video and try and write a job specification based on the information given in the video to use in a candidate search.

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An Executive Describes his Ideal Candidate

It was challenging to understand and write a job specification based on the manages explanation, wasn’t it? Unfortunately, such descriptions are pretty common.

How should the position mapping be done to get the more structured and necessary information? Tõnis Arro will cover it in the next mini-lecture below.

Mini lecture: Position Mapping

The position map is not just a general description drafted by the HR team; it is a collaborative agreement among all stakeholders involved in the hiring process. Multiple managers and executives are often involved, and the first step is to reach a consensus on the ideal candidate profile.

This agreement encompasses the role description, key objectives, position requirements, and core competencies essential for differentiating candidates. Collectively, these criteria form the position description aka position map.

While it may be tempting to include every possible detail, it's not advisable. A position map should focus on a maximum of ten measurable criteria.

To create a comprehensive position map, it is important to include the following elements:

1. Role description
Provide a clear and concise description of the role in 1-2 sentences. Avoid lengthy lists of requirements or a company introduction. Keep it short and to the point.

2. Key Objectives
Outline 3-5 measurable Objectives that the new hire is expected to achieve within a year of being hired in order to be considered successful. Focus on outcomes rather than tasks that need to be performed.

3. Role requirements
List the skills, previous experiences, and qualifications required to achieve the key objectives. Include only must-have requirements and skills that cannot be learned in a few days. Examples may include language skills or management experience.

4. Core competencies
Identify the knowledge, skills, and abilities necessary to perform the job successfully. A few core competencies can differentiate top performers in a given industry and job function, and help distinguish top candidates from average ones.

Consider the role, its requirements, and supporting competencies when selecting core competencies. Also, think about the team and what they might be lacking. You can find many freely available competency dictionaries to use as a reference, such as the library we use at Wisnio )20 competencies based on research by Spencer and Spencer).

Now after learning how the position mapping should be done, let's see what a conversation between an executive search consultant (or another HR partner) and the hiring manager could look like.

Position Mapping with an Executive

That was already much better! The consultant helped to facilitate the conversation, and we got good details about the position and what the new hire is expected to achieve.

Self-check quiz

After going through this article, you should have a good overview of collecting necessary information with a structured approach and writing an excellent position description. You can apply this knowledge the next time you use the position mapping feature in Wisnio's Hiring tool.

Self-check quiz

Who’s responsible for the position mapping?

1. HR
2. Stakeholders (hiring manager and others)