Developing and maintaining job descriptions is a crucial and important part of staying competitive and running an effective Human Resources department. Job descriptions can make or break your company because they bring people in or keep them out based on what is published.
Why Do They Matter?
The first thing a new applicant sees when they apply for your company is the job title and description. If neither of these seems appealing to potential employees, they will bring their talents elsewhere. If it is appealing, congratulations, you have just added to your pool of potential talent.
Unfortunately, job descriptions receive very little attention when it comes to new improvements and revisions, and are often forgotten about unless a serious issue arises. This can cause confusion for both new and old employees as to what is truly expected of them on the job. A clear, concise, and updated job description will keep employees in the loop and understand their jobs well. It also serves as a good guide for how they can improve their work and performance for reviews. An outdated job description can cause confusion for new hires who are under the impression the job entails certain skills or tasks and those are not evident when they go to work.
Easy Fix
I think that one of the ideas stated in the “Job Worth Doing” article is a great way to combat these potential issues regarding old or outdated job descriptions. This idea was to update the job descriptions whenever major changes are made or at yearly employee performance reviews, whichever is more recent. This ensures reviews are based on the job description leaving little room for either employees or managers to be confused as to what is expected.
By fixing the job descriptions frequently, employers can help ensure they will be competitive in the job market and are providing substantial information for their current employees. As mentioned in the 12 Q’s for success in “First, Break All the Rules,” one of the keys for success is ensuring your employees know what is expected of them.
Sources:
Class lectures: Job Design and Job Analysis
Buckingham, M., & Coffman, C. (1999). First, break all the rules: What the world’s greatest managers do differently. Simon & Schuster.
Job Worth Doing: Update Descriptions https://www.shrm.org/hr-today/news/hr-magazine/Pages/0113-job-descriptions.aspx
