Are Job Descriptions “Old Hat”

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human resources keys Do we still need job descriptions?  When businesses and employees need to be responsive and flexible, isn’t a job description a waste of time and effort?

However, if you don’t know what you’re looking for, how will you know when you’ve found it?

A good job description provides numerous benefits, including:

Better Recruitment 
Recruitment is still essentially about matching the demands of the job with the candidates’ abilities and potential. For that, you need to understand what the job involves.

Helps Hire the Right Person
Job descriptions that are well-written and accurate help attract individuals who have the relevant qualifications and skills, knowledge and attitude to fulfil the duties described. It can also help candidates prepare for the interview process. A good job description makes the interview process faster and easier with a better pool of suitably qualified candidates.

Improves Candidate Understanding
Candidates understand what duties and level of performance is expected from them based on a well-written job description and will be mentally prepared to work to a standard that is made clear to them from the very beginning.

People Management
Allows employees to work to the expectations of the role and it gives the manager a way to monitor and measure their progress.

Benchmarking Data
An accurate job description will allow better benchmarking of the role, both internally and on the open market, to ensure appropriate pay and reward strategies

Legal Compliance
While a job description is not a legal requirement, it is regarded as best practice and can help an organisation stay compliant with many employment laws, such as discrimination and equality legislation.

People Planning
  • Headcount data
  • Succession planning
  • Training and development needs
Well-written job descriptions serve as communication tools that allow both employees and candidates to clearly understand the expectations of the role, its essential duties, and the required competences, educational credentials, and experience for the role. By doing this well, it can improve both internal and external recruitment, and can retain and motivate the best talent by ensuring that employee expectations are aligned with business expectations of what the role entails.

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