One of the hardest things to contend with when you are looking for jobs is reading job descriptions and duties. I would get very frustrated when I would have a good idea of what my job duties would be, and I get it wasn’t even close. Job descriptions, if they are updated correctly, can be used for recruiting, performance management, and compensation (Tyler, 2013)

While writing this blog post, I was sitting across from the HR director at the company I’m currently employed with. She said maintaining and regularly updating job descriptions are extremely important. Especially in a rapidly growing company and creating new roles to maintain an efficient structure. When you grow quickly, there is a tendency to accidentally cause workload inconsistencies with your staff. Knowing who is doing what in an organization is important for this very reason and keeping your job descriptions accurate and up to date is a good way to manage that.

Maintaining job descriptions can be the last thing on the mind of HR but should be updated at least once a year. (Tyler, 2013) Just as tasks are delegated using job descriptions, it should be no different for HR. Every organization should have an HR employee assigned to develop and maintain job descriptions. If it isn’t completed, you can run into problems as I explained at the beginning of the blog. You can come across as disorganized and deceitful to a new employee or recruit. On the flip side, if you do have accurate job descriptions, you are more likely to have better-qualified recruits apply for your open positions. Clarity is always key!

Reference:

Tyler, K. (2013, January 1). Job Worth Doing: Update Descriptions. SHRM; SHRM. https://www.shrm.org/hr-today/news/hr-magazine/pages/0113-job-descriptions.aspx