From the course lecture on Job Analysis, a job description acts as the summary, identification, task statement, and required working conditions an individual should expect in the job. Ultimately, the job description holds the DNA of the job. The article Job Worth Doing: Update Descriptions shares that “the basic job description is the foundation of nearly every HR function.” It is of the upmost importance for a company to present an accurate and updated job description for its candidates.
My experience with job descriptions is through my work as a retail manager. I work for Trader Joe’s, and on our website there is a brief summary of the different roles in the company. Other than this, there are brief descriptions on Glassdoor and Indeed when jobs are posted. I know that when I stepped up to a management role, there was no job description handed to me on how my role would change. I learned from those around me, and the established structure within the store of which tasks managers complete and when. With hiring, my boss and I are able to hire people directly without the inclusion of the HR department.
I feel my company provide a more clear and specific description to people about what their role is. The most significant core value of the retail chain I work for is “WOW Customer Experience.” The most common complaints from employees about the job is working with customers (even though this represents the foundation and focus of their role) as well as how physical the role is. A more specific and direct job description will help people determine if working with the general public in this capacity is the right job for them.
There are a few strategies a company can take to make sure their job description is maximizing the potential for the company. The first aspect is staying on top of changes that call for the description to be altered. The Job Worth Doing article shares that description should be updated at least once a year, but in reality, there will be multiple changes and restructuring of roles that happen within a company that should immediately be reflected in the job description. From the Definitive Guide to Recruiting, the second step shared in the hiring process is specifying the job. This includes ensuring that any applicant who goes to apply for the role has a clear understanding of the demands, expectations, and the skills needed to succeed. Candidates will be much more appreciative and more likely to stay with their chosen company they know their company was direct and honest with them about their role from the beginning.
Sources:
Fernández-Aráoz, C., Groysberg, B., & Nohria, N. (2009). The Definitive Guide to Recruiting in Good Times and Bad. In Harvard business review (Vol. 87, Number 5). Harvard Business Review.
Kathryn Tyler. (2013). Job worth doing: Update descriptions. SHRM. https://www.shrm.org/topics-tools/news/hr-magazine/job-worth-update-descriptions
