Well, maybe not easy.
Today, I finished working up the second draft of a job description. The Director of QA (Tim) and I had talked about the position before the holidays, and I had written up a first draft, but I was not happy with it.
So I pulled out my copy of Johanna Rothman‘s Hiring the Best Knowledge Workers, Techies & Nerds: The Secrets and Science of Hiring Technical People.
After a quick skim of chapter 1′s discussion of developing a hiring strategy, I followed the outline/templates in chapters 2 (job analysis) and 3 (job description), and ended up with a much better document.
Most of the stuff I wrote down was stuff I had already discussed with Tim, but following the recipes exposed areas I had not considered, and relationships between requirements I had not thought of.
I used Tinderbox to compose the job analysis, so now I have a 2-dimensional color-coded map of the relationships between the various aspects. When Tim and I review the descriptions, we can go back to the Tinderbox document and see what other aspects are near the stuff we change, helping up propagate our changes fully and maybe pointing out other changes we might want to make.
Thanks, Johanna and Eastgate, for the tools and guides that made this straightforward, enlightening, and powerful.