How to Create an Effective Job Description
Whether a large company or small, whether there is a human resource department or the hiring manager is dealing with advertising, the job description for an open position is a crucial tool in the hiring process. A job description will serve many purposes. First, it will allow candidates the opportunity to evaluate the precise qualifications and skills necessary for the job. Next, it will allow the hiring staff to assess a prospective employee based on quantifiable criteria. It will also assist in creating pertinent interview questions tailored specifically for the job opening and help determine pay grades for employees based on actual skills that can be compared to others. Finally, it will allow the company to maintain a professional atmosphere in the hiring process so the exposure to legal issues regarding discrimination is limited.
In addition to the hiring process, a thorough job description will give employers a solid means by which to evaluate an employee’s performance after hiring for pay increases and performance reviews. However, careful thought should be taken when creating a job description. The job description should be evaluated regularly to ensure it accurately portrays the qualifications necessary and expected goals. This is especially true when a position opens and the job description will be used for advertising purposes to attract potential new employees. It should not be outdated or based on previous candidates but written with an eye toward future goals and expectations.
There are some key factors in creating a job description that should always be included:
- Relevant practical details – this will include the job title, department, manager and a summary.
- Educational or credentialing requirements – if a job requires a particular specific educational background this should be stated and adhered to. If education is preferred but relevant work experience can be substituted, this should also be outlined.
- Experience – If previous work experience within the industry or particular job is necessary, this should be defined. Clearly state experience requirements that are non negotiable and outline preferred but not required experience as well.
- Responsibilities – Outline specific duties required for the position in order to be successful in the job. Do not be vague but use precise descriptions to better evaluate potential candidates.
A job description is a useful tool for hiring managers and human resource personnel to effectively screen potential employees based on quantifiable criteria. Care should be taken in writing it to ensure all duties, responsibilities, education and experience requirements are carefully outlined. Evaluate the job with a critical eye, taking into account the goals of the particular job and how it fits in to the bigger picture of the company as a whole. An effective job description can prove invaluable in the screening, interviewing and hiring process.