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Job analysis with Wisnio - a practical example
A practical example on using Wisnio position analysis tools for a Head of Marketing position description.
In this example, we are going to be looking at how to use Wisnio position mapping tools to hire for Head a Marketing role in SaaS (Software as a Service) start up.
A job description/position map on the Wisnio platforms consists of four areas of interest:
Position description - A short description that summarises and explains the position
Key objectives - Describe objectives that the new employee has to achieve to be considered successful. Create the context for basic requirements and competencies.
Position requirements - The required experiences, qualifications, and skills needed to achieve the key objectives of the role.
Competencies - The knowledge, skills, and abilities required to perform a job successfully. Help distinguish superior performance from the average.
For an in-depth look on how to come up with a detailed job description/position map, check out our guide: How to write better job descriptions
Position description
No need to write a memoir here. A short description with major milestones will suffice. This description will not be used externally, internal use only.
In the case of a Head of Marketing, it clearly states the main objective - delivering qualified leads, and includes other key responsibilities like growing and developing a high-performing marketing team:
Key objectives
Tasks and activities are not key objectives. A good key objective is the end result (preferably numerical or at least measurable) of a task.
With the marketing role, the description included tasks just as growing a marketing team and delivering qualified leads. As key objectives these could include:
The marketing activities deliver at least 10% MoM growth in Sales Qualified Leads (SQLs).
The high-performing marketing team consisting of a copywriter, a social media manager, and an SEO specialist are hired and onboarded.
These objectives are focused and clear. The main objective is not some abstract task of delivering qualified leads, but delivering 10% MoM growth in SQLs. Not just have a marketing team, but have a team of people hired and onboarded.
Position requirements
Must-have things that everyone you consider for this role absolutely has to have. Continuing with the theme of delivering leads and building out a high-performing team, all candidates have to have previous experience doing that.
So in this case a proven ability to drive customer acquisition, lead a team, and recruit other high-performing specialists is a must.
Competencies
Choosing the supporting competencies is more or less an intuitive decision. We assume that managers know the role and the team the new hire is joining and thus are able to pinpoint the required competencies.
From one side, competencies are connected to the role and its objectives. From another, they are connected to the team that the new hire is expected to join. What the team is lacking and how would the new hire need to complement it to make it better?
