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Assistant General Manager Job Description

How to Hire an Assistant General Manager

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Assistant General Manager Job Description

Assistant General Managers help the General Manager to ensure that day to day business operations run smoothly. Assistant Managers will draw up weekly schedules, order merchandize and assist the General Manager with training, recruiting, promotions and planning.

We are hiring an Assistant General Manager to help the General Manager in directing daily business operations. Working as the Assistant General Manager you should be experienced in a supervisory role and be able to confidently deliver performance feedback, set goals, foster teamwork, and clearly communicate business objectives. We expect the Assistant General Manager must be able to competently perform duties in the absence of the General Manager.

To succeed as Assistant General Manager, you should eagerly participate in educational and training opportunities. The Assistant General Manager must be able to motivate and positively influence staff, especially during times of low morale. A suitable candidate for this position must have strong leadership and organisational skills.

Assistant General Manager Duties and Responsibilities

  • Great interpersonal and communication skills.
  • Strong problem-solving abilities.
  • Good observation skills.
  • An ability to deliver constructive criticism.
  • Computer literate and basic Maths skills.
  • An ability to identify weaknesses and provide coaching where necessary.
  • Degree in business administration or similar.

Assistant General Manager Skills and Requirements

  • Cooperate with the General Manager and assist with anything from project planning to staff management.
  • Nurture positive working relationships with staff.
  • Delegate daily tasks.
  • Address any issues in a timely fashion.
  • Supervise staff and controlling merchandize.
  • Ensure company policies and procedures are followed.
  • Setting a good example for staff.
  • Great interpersonal and communication skills.
  • Strong problem-solving abilities.
  • Good observation skills.
  • An ability to deliver constructive criticism.
  • Computer literate and basic Maths skills.
  • An ability to identify weaknesses and provide coaching where necessary.
  • Degree in business administration or similar.

Personalising Your Assistant General Manager Job Description Advise

The hiring process and recruiting new employees to fill your key roles requires a degree of personalisation if you are to attract the best employees in a competitive employment market. The right person for a crucial role or more senior roles will likely have other employers targeting them. As your job description will be the first point of contact, you need to nail your pitch and provide the best possible service.

When creating your bespoke description and advert, you should cover and promote these points:

Job title: This should accurately reflect the role and include keywords that top talent might be using to search for jobs.

Job duties: The day to day duties, such as administrative tasks, which vary depending on the company and inform the candidate if they can complete the role.

Technical skills: These are the hard skills required through training, such as proficiency with Microsoft Office.

Soft skills: These include the interpersonal skills and general abilities the right candidates will possess. For example, the competency to prioritise multiple tasks, handle customer queries and customer complaints, work alone, or build a good relationship with coworkers.

The company’s culture: Highlighting your company culture and values ensures employees thrive and find outstanding job satisfaction. Candidates that are not the right fit won’t waste their time completing the application process, meaning you can focus on qualified individuals and hire in a more timely manner.

Career progression: Including the career path will entice candidates looking for career growth. 

Training and development programs: Smaller companies may need employees with previous experience or provide educational assistance over internal training offered by larger organisations with more significant resources. 

Employee benefits: Compensation and benefits often fail to appear in job ads and while you may want to hold your cards close to your chest, failing to include them is a mistake. Consider answering common questions, such as working hours and paid leave. Researching the average salary for the role in these early stages will ensure you don’t waste your interviewer’s and the candidate’s time.

Skill gaps: Your company may need to bring in new skills beyond those required to complete the key role and duties. Thinking on an organisational level can be beneficial when contemplating skills diversity.

Legal requirements: Ensure your job advert and description does not ask for inappropriate or discriminatory personal details, such as age, marital status, or religion.


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