How To Write a Building Products Branch Manager Job Description

Writing a good job description is your first line of defense in finding the right candidate for your company. However, writing a good job description is not always the easiest thing to do.

Especially given the nature of the building products industry. There are very few jobs within the industry that are set in stone in terms of job responsibilities and duties. For example, let’s break down a Building Products Branch Manager Job Description.

  • First you should use a clear and decisive description of the position. Make sure that you are sure to include the fact that as a Branch Manager it is likely going to be the case that they will at one point or another be required to perform almost every job or duty at the location. It is important to let them know that their potential new position is going to come with a lot of responsibility. The bottom line is that as the manager there is nothing at their branch that is not their responsibility. If it needs to be done and there is nobody else available, it may mean that the manager is going to need to roll up their sleeves and get it done.
  • Make sure that you have a clear set of goals in mind. Why are you hiring a person to fill this position? What are you going to expect them to accomplish in their new position? A lot of times this information is not included in a job description, but why not? If you are hiring a new branch manager with the expectation that their new views and ideas will help grow business, why not include that information in the job description? It will go a long way towards helping you find the right candidate. Someone who is willing to put in the thought and work required, to grow the business and expand your market share.
  • You will also want to make sure that you are clear in terms of the education requirements and experience desired for your new candidate, whatever that may be. Maybe you want someone green to the industry, that you can then train and mold into the branch manager you want them to be. Or perhaps your business has faltered of late, and you are looking for someone with years of experience in the industry that will be able to bring with them ideas and procedure that have worked well for them in the past. Whatever the case, understanding (and more importantly communicating) the level of education and experience you are hoping to find in your new hire will ensure that you do not have to weed through countless candidates that don’t meet your expectations.
  • On a final note, it is also important to remember that some companies aren’t for everyone. Make sure to include a description of the “type of person” you are looking to hire (making sure not to be discriminatory in your description). If you want to fill your company full of go-getters who always go above and beyond, make sure you include that in your description. There is nothing wrong with describing the personality desired for the position. In fact, it can be very beneficial, if you communicate that you want someone who is not afraid to take charge and lead by example for instance, it may help to dissuade candidates who prefer to delegate or give orders rather than be involved in day to day activities.

Hiring the right person can be a long and arduous task, a well-designed job description can be a great start though. It will help you limit your applicants to the type of people, with the experience and personality that you feel will best suit your business.

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