Simply put job descriptions are formal accounts of responsibilities for an employee. Needless to say it is perhaps the most critical step in any hiring process. It is where from it all gets started – job postings, selection rounds, hiring, induction, compensation, training – development and performance reviews.
Here is a quick look at how it can of significance to diverse stakeholders at different times:
To begin with when the organisation gets started with developing a job description it gains clarity over the role, what exactly are they looking at in terms of timings, accountabilities/ functions, skill set, experience levels, reporting arrangement and remuneration etc.
This transparency can then be further shared with the recruiters and the candidates for more effective hiring. At a later date it may even come in handy for the HR to terminate those employees who aren’t contributing.
When the requirements are in black and white for education, core competencies, experience etc then the recruiters find it simpler to follow through.
When the organisation meticulously works on defining each staff member’s role, it is easier to interlink the positions within the work place. This defines the organisation structure conveniently
At the onset if the expectations are laid out to the employee then measuring the performance against those points is logical and fair. This document can be importance during performance reviews and appraisals.
Based on the role and responsibilities the requirements as regards skills set and behaviour can be better defined. This when followed through the selection process can contributes towards higher quality candidates being placed.
When job seeker goes through many suitable opportunities, a well developed job description is likely to impress and make him more confident of working on it. The accuracy of information, level of details and presentation style can leave a long lasting impression about the organisation as a brand. This explains why in today’s time it can be compared to advertising as well.
The document can be a reference point for planning training and development needs for the candidate.
Referring to the job details in the description is a natural when planning for succession. The HR team can visit the essential functions and see things through.
Once the document is ready, it is vital to review it from time to time as and when update when required. This will lead to greater workforce planning and help if any legal complication arises at any stage. We all keep evolving so can the document.
Keeping in mind the long term interests of all those involved, it is best to invest in creating a quality job description. This would save time, energy (say when the manager and employee have an disagreement on things to do).