While conducting a recent HR audit, I was reminded of how job descriptions seem to touch and influence many of a company’s successful practices and policies – and indirectly, the bottom line.
When reviewing the recruitment and interview process, the compensation structure, the performance management and employee retention systems and compliance language, I continuously found myself referring back to the company’s job descriptions.
When I looked at them from these various perspectives, the importance of a well-written job description grew exponentially in my mind.
This made me think, if they’re so helpful, how much attention are companies giving job descriptions?
How often does your company update their job descriptions?
A good practice is to have employees and managers review and update job descriptions each year during the performance review cycle – and/or when a position becomes vacant.
What do you include in your job descriptions?
Clearly identify the basic essential duties of a position and how much time is spent on each. Listing detailed requirements will ensure that you comply with a variety of laws, including but not limited to, the Americans with Disabilities Act. Also, identify accurate educational and skill requirements to assist with recruitment and compensation.
How can job descriptions help recruitment?
Job descriptions feed the recruitment process by providing detailed information from which to create interview questions. Successful interviews cannot exist without them. Without accurate, up-to-date job descriptions, qualified candidates cannot be identified, and/or turnover could increase, hurting the bottom line.
How do job descriptions impact performance?
From the beginning of employment, an employee should know what she/he is responsible for accomplishing each day so that they can perform their job successfully. They gain this knowledge from their job description. Managers can share job expectations and the job description on an employee’s first day of employment as part of their orientation. When used in this way, there shouldn’t be surprises – – both manager and employee have the same understanding.
The knowledge a thoroughly written job description provides is extremely important to those employees who are entering the workforce for the first time to know from day one what is expected of them and how they will be evaluated for success. They want to “hit the ground running” and the job description serves as their road map.
In the event of poor performance or a misunderstanding about job expectations, a well written job description is an excellent platform from which to begin conversations about correcting problems and redirecting performance.
While it seems to be just another document to complete or revise, the job description is so much more. It truly is a tool that can have a direct influence on a company’s success!
