A well-written job description is one of the most essential communication tools you can have in place for your employees, managers, recruiters and prospective hires. It not only becomes a foundation for the development of interview questions, but it also fosters effective management on all levels and protects your business for the future.

Strong job descriptions:

  • Serve as reference guides for determining comparable industry salaries.
  • Help ensure that the skills and experience required for a job are detailed and matched to individual candidates.
  • Provide pertinent information for job postings and advertisements.
  • Function as bases for employee reviews, salary increases, goal setting and career growth. Employees need to know that they have a promising, attainable future with your company, and managers need to know what each employee’s job requirements are.
  • Become legal documentation in the event of a termination or discrimination lawsuit.

What to Include in an Effective Job description

A job description should detail the primary functions of a position, along with the necessary skills to perform the job. In addition, it should include:

  • A job title. This clarifies the position and its rank or level within your organization.
  • A salary range. You also should include information about how an employee may be eligible for additional compensation, such as sales commissions, bonuses or annual raises.
  • A list of tasks. Cover every activity that will consume five percent or more of an employee’s time.
  • A description of reporting structure. Provide information on an employee’s supervisory role, if applicable, as well as to whom they report, both directly and indirectly.
  • Necessary experience and skills. Be as specific as possible with this information; for example, instead of simply listing “computer skills,” outline the type of hardware or software involved.
  • Paint a clear picture of an ideal candidate using descriptions like “capable of working with tight deadlines and multiple supervisors.” Candidates benefit from such details, as they determine whether or not they are qualified for a role.
  • Job location and work schedule. List the physical location, days and hours, and any potential overtime or schedule changes that may occur.
  • “And other duties as assigned.” By including this phrase, you can add new tasks to the job as needed. In some cases, you may want to be more descriptive; for example, “other data entry duties as needed” or “other duties as assigned by the IT department manager.”

As you perfect your job descriptions, optimize your hiring process, and address all your talent management needs, consider partnering with PrideStaff Modesto. We’ll get to know your business and your unique goals, and then develop strategies that exceed your expectations. Read our related posts or contact us today to learn more.

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