ROLE ACTIVITIES

Paul Freed on April 12, 2024


By Paul Freed/Managing Partner – Herd Freed Hartz Executive Search

THE BIG IDEA
Now describe what the job actually looks like week to week — enough to answer the obvious questions and paint a realistic picture, not an exhaustive HR task list. Less is more, and every activity should tie back to the outcomes.

By the numbers: 44% of new hires have second thoughts about the role within their first week, and 70% decide within the first month whether it’s right for them. When the day-to-day reality doesn’t match what was advertised, early regret — and early attrition — follow. (Bamboo HR)

WHY IT MATTERS

  • Realistic preview, better fit. A picture of a “typical week” and where the time goes helps people understand the real job and self-select in — or out — before you’ve invested in them.
  • Not everything is equal — say so. Weight the activities so candidates know what truly dominates the week versus what’s occasional.
  • Less is more. This section matters, but it only lands if you’ve inspired the reader earlier. Cover what’s essential and skip the exhaustive list.

HOW TO LEVEL IT UP

  • Key activities. A balanced handful of bullets — not too many, not too few. This isn’t your internal onboarding document; cover what matters to explain the job.
  • Rough ratios. Weight the time: “25% customer calls / 25% reporting / 40% research / 10% admin.”
  • A typical week. The problems solved, the people involved, and the setting — your realistic job preview in a paragraph.
  • Who they work with. The teams and stakeholders this role touches, so it’s easy to picture.
  • Linked to outcomes. Activities should ladder up to the year-one goals — the role is about accomplishing objectives, not just staying busy.

Good job – You now completed #6: ROLE OUTCOMES

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NEXT STEP: #7      

PRIOR STEP: #5