Such a standard can be drawn up for a separate specialty, for example, a teacher or a welder, or for a group of similar positions (for example, human resources management, work in the media, or financial activity analysis).
Each professional standard includes general job functions and indicates possible job titles, as well as specific requirements for work experience and education.
The generalized functionality in each case includes taiwan business email list individual duties, broken down into specific actions that the employee must perform, as well as the knowledge and skill requirements for their implementation. In accordance with such criteria, the candidate's ability to work in a certain position is determined.
Using a professional standard to draft a job description for a commercial director
Source: shutterstock.com
The professional standard differs from the Unified Qualification and Unified Tariff and Qualification Characteristics in that it provides a more detailed description of the characteristics for different qualifications, which are compiled taking into account the current demands of business and the labor market.
The professional standard includes a set of interrelated requirements for education, knowledge and skills of specialists, as well as work experience. Such standards have effectively replaced outdated reference books and fully meet business needs.
Thus, employers have the opportunity to apply professional standards more widely to address issues of:
on the formation of human resources management policies, including the definition of employee functions when drawing up staffing schedules, employment contracts and job descriptions;
organization of certification and training of employees. The knowledge and skills that specific specialists must possess are determined on the basis of professional standards;
tariffing of work and assignment of grades, formation of a system of calculating wages based on the characteristics of the enterprise's production processes.
Similar explanations are provided in paragraph 1 of the letter of the Ministry of Labor No. 14-0/10/13-2253 dated 04.04.2016.
There is no developed and approved professional standard for the position of head of the commercial department. The employer has the right to include in the qualification characteristics for the job description for such a vacancy the provisions of the Unified Qualification Characteristics and the Unified Tariff and Qualification Characteristics (EKS and ETKS).
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Search for a Commercial Director
First interview
At the first interview with a candidate for the position of commercial director, it is necessary to pay attention not only to the essence of the candidate's answers, but also to his punctuality (how accurately he arrived at the office or showed up on Skype for the interview). A delay of several minutes can be forgiven for a sales representative, but not for the head of the company's commercial department.
If a candidate for such a position makes a good impression during the first five minutes of the interview, then we can conclude that he has basic sales skills. However, if he overdoes it in trying to show himself from the best side, this may not be a very pleasant sign. It is important to understand that the position of commercial director requires the qualities of a leader, not a showman.
During the interview, it is necessary to take into account the candidate's experience in previous organizations and the set of tools that he used. Special attention should be paid to how the candidate explains the reasons for failures and successes in his work, that is, how he reflects on and justifies the results of his actions.
How to check the competencies of a candidate for the position of commercial director
One interview with candidates for such a vacancy will not be enough. It is necessary to conduct testing of the applicant, including the following tasks:
Calculate the sales funnel based on the company's customer traffic and the average check.
Analyze sales funnels.
Create a set of criteria for selecting s