Program managers are a crucial part of an organization, providing strong links between higher-ups and employees to keep a business traveling in the right direction. You need someone willing to step up when there are tough challenges and willing to keep everything and everyone in line when it counts.
If you don’t have that right now, you need to learn how to hire someone who can. Finding the best program managers doesn’t have to be difficult. You can succeed with the right descriptions for program manager jobs and a better understanding of what candidates need.
Creating Job Descriptions for Program Managers
The first step towards hiring the best program manager is to create a strong job description. You need something that tells all eligible candidates that you’re the perfect place for them to thrive. It’s not all about the money or the title – although those always help – it’s about the other benefits they can get from being with you and not a competitor.
The description also needs to be informative, without being too dry and robotic, and enticing, without becoming hyperbolic. There is a fine line to follow while still keeping everything to an appropriate length.
It takes time to perfect this skill, and it’s worthwhile using a template for the best descriptions for program manager jobs to create some mock-ups. Here are some of the basic points to include.
1. The Role
This is a general overview of what you’re looking for in the company. What does the program manager do, what is the overarching goal for the company, and who would they report to? This is a good opportunity to express the vision of the company so candidates can see how it aligns with their own goals.
2. The Responsibilities
Here, we have a more detailed breakdown of what candidates will be expected to do regularly within this role. This gives them an outline for the sort of working week they would have, their relationship with other departments, and the amount of input they have in decision-making.
3. Required Experience
Required experience comes in two parts. The most essential has to be previous work experience in similar roles. You might have a desire for someone with at least 5 years of managerial experience, or you might be open to people looking to progress from other areas. You can also ask for specific educational requirements like degrees and certifications in vital areas.
4. Soft Skills
Soft skills cannot be undervalued because they ensure that managers carry out their roles and responsibilities effectively. We’re talking about proven leadership skills, communication, time management, and anything else you want to add to the list.
5. Job Perks
Don’t get too caught up in explaining everything you want from a candidate. You also need to add a section to show why that candidate would want to apply for your position and no one else’s.
List all the top job perks you can do in addition to the starting salary. You can talk about the healthcare bonuses, the option for flexible working hours, vacation time, and anything else you feel is suitable. Just make sure you can back it up in the final contract.
From there, all you need to do is add accurate contact information and send the description out to all the right places. Put it on the job board, social media, and the vacancies page of your website. All that’s left is to wait for the applications so you can start the interview process.
The Program Manager Hiring Cycle
The hiring process doesn’t end here. You might have someone perfect for the role and really happy with the position, but you know from experience that companies are ever-evolving. This current hire might be the first you’ve brought into the position, but they won’t be the last.
That’s because the best program managers thrive when they have opportunities for career development. This is something you can add to the job perks section of your job description. What sort of training opportunities are there within the company? What are you willing to do to help support or fund courses and education for your management staff?
This could be what tempts candidates over from unfulfilling positions. Maybe they feel like they’re spinning their wheels with no hope of advancement. Moving to your company might change that. This would then allow them to take up other roles in your organization in the future – with the extra perks and salary that come with them.
It may also encourage them to seek out opportunities elsewhere, but that’s the gamble you have to take. If you’ve delivered on what was promised when writing your job descriptions for program managers, they should stick around.
Of course, this career advancement does mean you will need to hire a new program manager to fill their place. If you’ve been able to follow the steps above, you can do it again. This is where we see the hiring cycle in full operation.
There will always be a need for new hires as the old ones progress to bigger and better things. You can use that manager’s skills to hire from within, or you can go back to the start with a fresh job description and set of interviews. You can contact anyone you kept on file, but you still need a new job description, just in case anything within the role or perks has changed.
It All Starts With That Description
You have the power to bring some incredible people into your company to take on the role of program manager. They are out there, just waiting for the right role that will get them a reason to leave their current position.
It’s up to your hiring team to not only get that role out there and under their noses but to also make the job description the best it can possibly be. Put in the time and effort to craft something descriptive and appealing that captures the essence of the role and all its responsibilities.
Highlight all the perks and reasons to apply. Go through as many drafts as it takes to get it right because the effort will pay off.
