For a hiring manager, writing a job description seems like it would be the easy part; a straightforward task that simply requires you to, well, describe the job. However, through our reading materials this week, I have learned that it is a much more complicated task, and is a crucial part of the talent management process.
One challenge of developing and maintaining job descriptions is ensuring that the description is always up-to-date, as roles typically evolve over time. The SHRM article “Jobs Worth Doing: Updating Descriptions” by Kathryn Tyler tells us that many organizations often fail to review and update job descriptions regularly, which leads to misaligned expectations for new hires. This can lead to difficulty retaining talent and possibly even legal issues. Many roles can have duties that shift as the company grows or restructures, and if their job descriptions do not evolve and adapt with it, it can cause significant problems for the company. That’s why it’s essential to review and update descriptions at least annually.
There is also the issue of finding a balance in the job description that sets clear expectations for the role while also allowing new hires to grow and express the skills they bring to the company. A rigid and limiting job description may turn candidates away, especially those who are looking to contribute their ideas and expand their skill set. An effective job description will clearly outline the expectations of the role, while also leaving some room for employees to use their imagination.
An effective way to do this is to highlight the significant aspects of the role without describing every little task that will be expected of a new employee in that position. This way, employees can reach the company’s goals while using their own strengths and ideas to get there. Allowing flexibility is a key part of creating a strong and innovative company culture, as well as maintaining your best employees for years to come.