When we think of looking for a new job, many of us probably go online and check out CareerBuilder.com or Indeed.com to peruse the sea of open positions. What is listed on these websites are job descriptions that, put simply, are designed to describe what the tasks and expectations of a given available position and lead the most highly qualified candidate to applying for that position. This scenario would be in a perfect world, of course!
Believe it or not, one of the biggest challenges our clients here at Dunhill Staffing Systems face includes writing a proper job description. What seems like such an easy undertaking ends up being one of the most overlooked yet crucial parts of the hiring process. One of the most comprehensive definitions of “job description” that I came across in my research was by Susan M. Healthfield with About.com whose definition reads, “job descriptions are based on objective information obtained through job analysis, an understanding of the competencies and skills required to accomplish needed tasks, and the needs of the organization to produce work.” The three main points I would focus on from this definition are objective information, job analysis and needs of the organization.
Being objective is a challenge many of us face when it comes to developing a job description. It is difficult to separate what an organization wants a position to be versus what a position actually can accomplish. For example, a Bookkeeper may need to have Quickbooks experience, but a company should not necessarily expect that this position would handle the corporation’s complex annual tax returns. One suggestion on how to be objective when writing a job description is to have employees assist in the process. Ask the employee what they actually did day in and day out. Sometimes organizations discover that a position has morphed into something other than its original intention and allows the job description to change with the role. Another suggestion is to.
Healthfield suggests that “job analysis” is an important part of writing a job description. Most organizations have human resources departments that are responsible for analyzing available positions, writing job descriptions and hiring qualified candidates to fill these positions. The job analysis is something many companies focus on doing “just in house”, but if you have contacts at other organizations with similar positions, don’t hesitate to reach out to them and ask what some of their requirements include. Do the research internally to seek out what the duties of current employees.
What are the needs of your organization right now? What does your organization need this open position in your company to do TODAY? This is another area that is commonly overlooked when crafting a job description. Do not focus on the future, yet shift that focus to the needs of today. It is natural to focus on where a company is going, but for the sake of writing the most effective job description, it has to include the needs of that role to meet the company’s needs now.
Developing a truly comprehensive, functional and effective job description can help you attract highly qualified candidates to fill available positions. Putting the work and focus into this exercise will pay off and make the hiring process that much less painful! And, of course, if your organization has any available positions you would like assistance filling, Dunhill Staffing Systems is ready to assist you! Call us, 843-375-0031, today!
http://humanresources.about.com/od/jobdescriptions/g/job_description.htm
http://humanresources.about.com/od/jobdescriptions/g/job_analysis.htm
