The most important thing I have learned in MGMT 448 Employee Recruitment and Selection is the importance of creating a good job description when recruiting for a position. The job description can really make or break the hiring process, and whether or not the best candidate for the job is hired. Prior to the job description should be a job analysis, so that the job description can be as accurate as possible.
The job description should begin with the job title. The job title should convey the overall nature of the job. People tend to associate their identity with their job title, and it will affect their perception of the status and worth of the job. Therefore, the job title should not be terribly long, and should be understandable. It also should not sound embarrassing, because people will be using their job title to tell others what they do for a living often. Next, there should be a brief summary that describes the nature and purpose of the job. Also, any important work activities the potential hire would be involved in if they were hired. This can help down the line for legal defense, in case any work activities are potentially hazardous. These work activities should be organized in a way that is easily understood. Any specific tools or equipment used for this job should also be listed. The context of the job like where it is located, if it will require a lot of traveling should also be mentioned in the job description. It is really important that compensation such as salary, benefits and position classification are listed on the job description. It is proven that when salary is listed on a job description, a larger pool of applicants apply.
Being able to craft an accurate job description is extremely important for employee recruitment and selection. It can be used further down the line in the many methods of recruitment.
