Should my company have job descriptions?

posted in: HR Advice | 0

Job descriptions are a critical component of hiring and managing a business’ employees so everyone understands their daily tasks, job responsibilities, expectations and how they will be evaluated. They’re also a key factor in finding qualified talent when recruiting for a position. An effective job description will attract attention and ensure recruitment efforts are targeted and effective and produce candidates who would be qualified match for the business.

Job descriptions are considered the foundation to the employee/manager relationship and are particularly important to small businesses, according to Workology, a blog that shares information about trends, tools, case studies and more for human resources and business leaders.

Small business employees are often called upon to perform a wider range of duties, and those duties can change as the business experiences growth and creates a better understanding of future needs.

Precise and accurate job descriptions for each position are vital, the U.S. Small Business Administration recommends.

A job description can ensure the business attracts the right candidates for a position; give details about the work that is expected and the duties performed; and explain job training and career advancement opportunities, as well as how the position is evaluated.

According to the Thriving Small Business, a job description also will help a business manage its employees and be tied to the organization’s goals and long-term vision. Employees will only do what is expected of them if they have a clear outline that explains this, the business performance consulting company writes on its website.

To begin, an employer should analyze each position and determine the tasks required, how the tasks are completed, the purpose and responsibilities of the position, how the job works with other jobs, and the qualifications needed to perform the work.

Those factors will be used to create the job description. A job description will include:

• Job title

• Job objective or overall purpose statement

• Summary of the general nature and level of the job

• List of the minimum qualifications and required skills such as computer skills, degrees, special certifications, previous experience or physical requirements

• Description of the function and scope of the position

• List of duties or tasks performed

• Description of the relationships and roles of the position within the company, including supervisory positions, subordinates and other working relationships

The position may also include information about where the job location is and if travel is required, equipment that will be used to perform the job, collective bargaining agreements if the company’s employees are part of a union, salary range, and an area for additional desired skills such as previous experience. ♦

 

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