Job Descriptions & Challenges

As the years pass and one begins reading between the lines of terms and conditions, tax reports, insurance documents and much more. We realize there is an importance to what is on print, one doesn’t want to lied too or misrepresent themselves. This goes the same for Job Descriptions and many other HR functions that upper management controls. The growing issue now is with the ease of use and access of hundreds of jobs through the tip of our fingers. Organizations now must continue to keep their own image of the company clean and current. This is one of the more daunting and put off tasks of HR management, though it is known to be one if not the most important.

Job Descriptions play a crucial role in recruitment. When seeking to fill a new position, the job description is most likely the second things an applicant looks for, after the compensation. It is the foundation for the type of individual you are looking for to fill the role, but it also gives a strong image of the organization as well as a look into its culture. Maintaining job descriptions is difficult in itself, because often times HR managers don’t know what they are looking for. One of the issues with developing these job descriptions comes from the start in knowing the actual role and work being done in that open position. If the organization isn’t set up properly for HR to explore those departments and complete its due diligence of the job, then assumptions may be made giving job applicants inaccurate job duties. Another issue with this, is that the job is changing constantly requiring new and different skills. This process can also be lengthy to create an effective job description. I recommend HR professionals to look outside, and see what other managers within the industry are including in their job descriptions as well as their turnover. Turnover is a good measure of job descriptions.

Nonetheless, job descriptions are crucial for HR, upper management, and the organization as a whole because those job descriptions are what will create the image of the company. They work as a guide for recruitment which is why they are important for the growth of the organization. Creating a misleading job description not only harms the internal idea of the job and its tasks but gives the potential applicant the wrong idea of the work they expect to complete. Job descriptions are possibly the least utilized tool of reference, and neglected that is proven to help organizations achieve success long-term. If done correctly, companies who consistently develop and update job descriptions will see success in hiring because with the right job description, the position will fill itself with the perfect applicant.

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