Written by Susan Reagan; HR Consultant – GA; 6/30/16 Show
Many organizations regardless of the size should have well written Job Descriptions for every position within the company. The benefits include making good hiring decisions, building in employee accountability and minimizing risk. They are a tool worth the time it takes to create them and keep them current. Employers need to acknowledge the importance of creating Job Descriptions before the hiring process begins. Detailed Job Descriptions are essential to identifying employee qualifications needed before they walk in the door for the first day of work. How can you know what skills need hired without first defining it? Job Descriptions are also effective at minimizing employment related risks, particularly those related to wage and hour (failure to pay overtime) and claims of wrongful termination. 5 key elements of a Job Description that need to be considered
How do Job Descriptions minimize risk?Is someone questioning Exempt status of a role? Pull out the Description and show how the role qualifies by what is documented. Not able to honor a reasonable accommodation request? The physical requirements should tell you why. Job Descriptions are also a tool for managers, particularly those new to leading, to measure what has been accomplished and reflect on what needs improvement, ahead of the annual review. When employees fall short on what the Job Description requires put some thought into if making a good hiring decisions was hindered by Job Description inaccuracies. You can save the money and trouble of hiring again, but first getting that Job Description more reflective of the role. What’s the easiest way to keep Job Descriptions current?Ask employees you are about to review to mark up what does and does not apply, and provide written feedback on updates to consider. Marry the updates into a collaborative Annual Review session. Then turn to your HR Consultant or internal HR Department to update, finalize, and circle the Description back out for view and use. At Inspiring HR, we uncomplicate HR and empower small businesses. Ready to learn more about how we can help you? Call us at 804-715-1920 or drop us a line hereto schedule a consultation. Post Views: 2,356 A job description is a document that describes the tasks, duties, and responsibilities required for a specific job. All companies, no matter their size, should have job descriptions for all of their positions. Why are they important?Often, this document will be used during the hiring process to attract a pool of candidates. However, job descriptions serve a much broader purpose; they are essential in identifying the various employee attributes needed for the job. They are also one of the most widely used pieces of evidence during employment claims and are often used during performance reviews or during disciplinary actions when an employer is unsatisfied with an employee’s performance. Job descriptions also provide both employer and employee clarity as to the parameters of the position. Because of this, job descriptions need to be carefully crafted and updated as a means of mitigating risk. Here are 6 essential elements of a job description:1. Position title and summaryA title helps define the nature of the job and provides the employee with a sense of identity. In this summary, make sure to include the following:
2. Statement of job purpose and objectivesWrite a brief, but a concise statement, describing the purpose and objectives of the job in question. An effective statement describing the job's objectives and purpose will help applicants determine whether or not the position suits them. 3. Major dutiesList all significant job duties in order of most important to
least important and provide indications as to the amount of time spent on each duty. Be sure to include any tools, equipment, and work aids required to perform the job. 4. Scope and limits of authorityClarify job responsibilities and areas where duties may overlap–who is ultimately responsible for what. Outline any cash, tool, equipment, facilities, and budgets attached to the job. Explain the nature and extent of supervision given and received as well as the level of
authority over others. Clearly outline the consequences of errors and poor performance. 5. Mental/physical effort and working conditionsProvide a brief description of the quality of work environment, the types of hazards or dangers involved, the culture of the company and work. Outline the type of effort demanded by the job, such as physical lifting or mental demands. Doing so will give prospective candidates an important idea of what the working conditions are like and what is required from them on the job, as well as help them determine whether or not they are the right fit for the job. 6. Required qualificationsClearly outline the job qualifications needed for the job. The section should include skills, training, education, abilities, experience, certificates, and licenses. The description should be detailed enough that prospective job candidates can determine whether or not they possess the necessary qualifications for the job. Looking to create your own job descriptions? Visit our friends at TalentLyft for 500+ job description templates. What to know about the hiring processAn efficient and effective hiring process is bound to attract top talent. Adding in a screening test and a second interview can also help to bring the best candidates forward. But to ensure employees and employers know what is expected of each party, a thorough job description is pivotal. We also recommend utilizing a strong applicant tacking system to capitalize on speed and efficiency, and give your recruiting a home. PS, with Humi's Indeed integration, you can instantly share and sponsor job postings to Indeed, all within Humi, so you can focus on finding great hires. Learn more with HumiWant to learn more about how to build a strong, lasting team? Check out our latest blogs for more people wisdom:
About the Author  Katherine GarciaKatherine Garcia Katherine is a Client Experience Intern at Humi, is secretly obsessed with tigers, has a passion for learning new things, and is at the finish line for getting her CHRP. What are the minimum acceptable qualifications that a person should possess to perform a particular job?The answer is B) Job specification. A job specification outlines the minimum acceptable qualifications and requirements that an employee must possess to perform a given job successfully.
Which term is used for a written description of the minimum qualifications required to perform a specific job?Also known as employee specifications, a job specification is a written statement of educational qualifications, specific qualities, level of experience, physical, emotional, technical and communication skills required to perform a job, responsibilities involved in a job and other unusual sensory demands.
What are 3 things that should be included in a complete description of position?A complete description of your position includes a distance, a direction, and a reference point.
What is job description and qualification?A job description usually lists out the job title, location, job summary, working environment, duties to be performed on the job, etc. A job specification lists out the qualifications, experience, training, skills, emotional attributes, mental capabilities of an individual to perform the job.
|
