Creating, updating, and maintaining job descriptions can be quite difficult for any company trying to recruit new talent. Often employers end up being overbearing in their job descriptions, trying to hang all the details out there or vague in ways that make it seem like employers are hiding something. Both cases of job descriptions are unproductive; on one hand you have so much information to process, it overwhelms the prospected employee, doesn’t install much confidence in their ability to do the job. On the other hand the vague descriptions attract all of the wrong, unqualified prospects and shy away all of the good talent you are interested in. To attract the qualified candidates they seek, Human Resources needs to write attractive job descriptions.
Adding the right talent starts are attraction and a job description is the first thing prospective employees look at when considering your organization. The whole operation is reflected in a simple post looking for labor often broken down in KSAOs. The benchmark scores of operations are a direct result of the quality of employees hired. Upon writing up or updating your job description, take time and reflect on how you can reach your operational goals through hiring prospective talents.
Having an up-to-date job description also keeps the company out of hot water. Again, the job description for the company is a road map for success for the employer and employee. Having clear and concise responsibilities written will help both parties if there are any discrepancies in compensation, benefits, responsibilities, or role.
Citation
Tyler, K. (2013, January 1). Job Worth Doing: Update Descriptions [Magazine]. SHRM. https://www.shrm.org/hr-today/news/hr-magazine/pages/0113-job-descriptions.aspx
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