Qualitas Global

Wonders Of A Great Job Description

I see a lot of post for job seekers on how to behave during an interview & how to behave when you do not get that “to-die-for” jobs too. But it’s been a while since I saw someone write about the importance of a Job Description, especially a well-written one at that.


I have been interviewing candidates long before I came in the “C” level. Heck, I would consider myself a better recruiter than a CEO.


As a start-up CEO, when I interview candidates, I secretly wish they have understood the Job Descriptions for the position they have come to be interviewed for. I meet a majority of candidates daily who are a total misfit for the job they have applied for.


Can you imagine looking for a Trainer for your company and getting resumes from horse trainers or fitness trainers?
All I can say is that the time invested in a well-written Job Description, easily understood by the candidates, beats wasting interview time any day.


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An excellent Job Description can help define a current employee’s role better or attract a qualified new candidate. What is a Job Description? A Job Description is something that describes someone’s job. Simple. Apparently, not so. Job descriptions serve a multitude of purposes, & the better they are written, the more useful they are.


Supervisors can use the JDs to:
Better understand the core functions of the position when interviewing applicants.
Determine work objectives.
Improve employee performance through feedback based upon assigned duties and responsibilities.
Improve employee morale by clearly defining job requirements and expectations.
Provide an organized, defensible basis for personnel / professional decisions.



Employees can use the JDs to:
Understand better the specific duties & responsibilities of their new position.
Can refer to their job description to measure whether or not they are performing satisfactorily and meeting expectations.


Junior recruiters can rely on the JDs to help them with the minimum qualifications and the essential functions of each position. 
Human Resources staff members can use Job Descriptions to compare one position to another. The comparisons assure that job classification, pay decisions etc. are fairly and accurately handled.


Anatomy of a job description:
With all these uses for job descriptions, an explanation of the elements they contain is in order.
Generally a Job Description includes or should include the following:
Organizational information: Information about the company.
 
Job Information: Job title, department name, reporting relationships, whether the job is full-time or part-time.
 
Job Summary: A description on why this job exists & what is needed from the right candidate. A listing of the major duties & responsibilities of the position.
 
Job Specifications: The minimum education, work experience, knowledge, skills, and abilities required to do the job. Also lists any needed licenses or certifications.
 
Compensation: Minimum / Maximum salary band.
Quality job descriptions are never a waste of time. The effort put into it makes it more understandable & useful to recruiters, applicants, supervisors & serves as a blue print for hiring.
 
Do feel free to add on more points that I may have missed out on why a great Job Description is a must for almost any position. 
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