Job Assessments

Often overlooked, the most critical step in hiring quality employees is developing a job assessment. Job assessments are a time consuming but necessary task and should not be avoided.

A good job assessment considers not only the minimum requirements necessary to perform the job, but also the qualities of a top performer. Start by taking a look at the day-to-day tasks that will need to be accomplished. What level of computer proficiency is required?   Will the candidate be required to sit for long periods of time?  Will they be required to communicate with other departments?  Does the position require some accounting skills?  Are there minimum competencies for keyboarding, 10-key, or phone systems?

Once you have outlined the basic job duties, evaluate your top performers to determine what makes them successful. Focus on personality traits during this portion of the evaluation. Are they superior communicators?  Well organized?  Efficient problem solvers?  Do they read people and situations well? Do they like a challenge?  Knowing what makes your employees great will help you draft interview questions designed to identify the same characteristics in the applicant pool.

Next, take a look at any deficiencies or skill gaps that might need to be filled. This part of the assessment is designed to help you create a team that works cohesively and compliments each other.

If you are starting your collection office from scratch, you should still categorize the common traits of your exemplary employees. You’ll find the commonalities translate well to your new collectors. Make a few calls to peers with established collection offices for their definition of the ideal collector. Your membership in GRCA gives you access to a variety of governments who’ll be happy to help you (become a member now.) Your Human Resource office and online career sites can also contribute to your analysis. The Bureau of Labor and Statistics ( is an excellent resource for defining the skill set and determining compensation.

Look to your Human Resources department for help BEFORE you have a vacancy to fill. Defining the job and the characteristics of a superior candidate ahead of time will help you feel less pressure to fill a position with an unqualified applicant.