Ninja Excel BlogPeople ManagementPosition profile: Why do it

Position profile: Why do it

Profile of a person in a blue circle

Everyone wants to have a productive and efficient company. But, what would you tell us if we told you that not having position profiles could be an obstacle to this? At Ninja Excel we want to help you and explain why you should have a position profile for each job in your organization and how it can benefit you to achieve a new level of productivity.

What is a position profile? 

A position profile is a detailed description of the tasks, responsibilities, and skills desirable to perform a job role. This document must also indicate who this position reports to and their hierarchy within the organization. Furthermore, this profile must specify what contributions the potential collaborator must make.

Thus, The more detailed the position profile, the easier it will be to find a person for this vacancy. This way the functions that the candidates should ideally fulfill will be clear. Additionally, if a position profile is created for a job that is already being filled, this could help the employee know what expectations there are for him or her.

However, it is important not to confuse a position profile with a job offer or job offer. The position profile should describe the ideal candidate, but not necessarily what they should be. Remember that, in some cases, it is possible to hire a person for their soft skills and train them to be able to fully carry out their tasks.

Importance of the position profile

A position profile can help an organization transversally, since it is not only beneficial for the People area. This document is also very useful for each of the members of a company, since this way they will know how they can better perform their functions. 

Additionally, a position profile is important because:

  • Establish objective criteria to determine performance.
  • Align company values with potential candidates.
  • Visible opportunities for improvement and possible training to be carried out.
  • Specifies the link between the organization and its members.
  • Determine clear objectives by role.
  • Helps with induction and onboarding processes.

Now, how can you make sure you create a position profile that fully complies? Keep reading to know more

What elements should a position profile have?

A complete position profile that is useful for the organization must contain a series of elements. This will ensure that it is an understandable and clear document, which can also correctly describe what is expected of the roles in question.

For this, it is important to include:

  • Job description and contents: you should try to specify as much as possible and use clear terms that can be understood in the field. It is important to explain what specific tasks the job involves.
  • Goals: You don't need to add numerical goals, but it is vital that you indicate what each position is expected to do in detail.
  • Location and hierarchy of the position: all positions (with the exception of the CEO) must report to a hierarchical superior. That is why in the position profile it is important to make clear what position is occupied in the organizational chart.
  • Requirement and skills: There are amazing workers for many things, but if they change to another specialty, the performance will probably not be the same. It is for this reason that a good position profile must specify what ideal competencies one should have. In addition, you can always evaluate the skills and competencies of your collaborators with tools for this.


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Disadvantages of not having position profiles

We know. Making these descriptions for each of the vacancies in your organization probably sounds a bit tedious. However, it is very important since if you do not do them, you could face a series of disadvantages that can harm your company. Some of them are:


    • Making the wrong hires: A bad hire involves a series of unfortunate events. However, the most important thing is having to re-invest time and money in finding a collaborator who is 

    • Suffer a decrease in productivity: When hiring a person who does not have the skills that the position requires, tasks could take longer or even be done poorly, which can result in lower productivity for the organization.

    • Have a high staff turnover rate: When a collaborator does not meet expected expectations due to a poor hire, he or she must be terminated to take care of the company's requirements. This could increase the rates of staff turnover.

Now that you have all the information, you can develop position profiles that help you make your organization more productive. Remember that at Ninja Excel we are here to make your life easier. Enter here to learn how to boost your company's results from the area of People.

Graduate in Social Communication and Journalist. Mainly creative before everything. Now writing about Excel and Human Resources for the common man.

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