How many have accepted a position and found out that the position that was described during the recruitment process wasn’t the job that you accepted? How many people have accepted a job without receiving a job description? Unfortunately, this isn’t uncommon in business, especially in small business.
STEP 1: UNDERSTANDING YOUR COMPANY/DEPARTMENT AND WHERE THEY ARE HEADING
STEP 2: SELLING THE COMPANY AND POSITION TO TALENTED CANDIDATES
· PART A: WHAT IS AN EMPLOYEE VALUE PROPOSITION AND WHY IS IT IMPORTANT
· PART B: HOW TO CREATE AN EMPLOYEE VALUE PROPOSITION
· PART C: HOW TO CREATE A MANAGER’S VALUE PROPOSITION
STEP 3: JOB ANALYSIS/JOB DESCRIPTION
STEP 4: DETERMINE HIRING PROCESS
STEP 5: WHERE TO FIND THOSE TALENTED CANDIDATES
The output of a good job analysis is a good job description. In the ideal situation, every single employee should have a job description and each year, that job description should be evaluated to ensure that it is still accurate. We are going to review the importance of a job description, how to conduct a job analysis, and what to include in the job description.
Why is a job description important?
There are two main reasons for a job description:
· Recruitment process: helps determine salary, explains what experiences and education are required for the position, information can be used in job advertisements, and develop interview questions based on duties;
· Guide the employee: employee will understand the employer’s expectations, the basis for performance management, employee cannot say “that’s not my job,” and a legal document that can help the employer defend themselves against wrongful termination or discrimination charges.
How do you conduct a job analysis?
First, you need to determine who is going to do the analysis. Typically, the best person to do the job analysis is the person who knows the job the best. If possible, have someone else in the organization that has a strong understanding of the position to review the job analysis to ensure accuracy. If someone is currently in the job, you can ask them to track everything they do. This will allow you to know what the tasks are for the position. In this analysis, pay close attention to how the tasks are being completed. What methods are used? What equipment/software is used? What are the qualifications needed (training, education, certifications, knowledge, skills, and personality traits). Gather as much info as possible.
What should a job description contain?
Now that the job analysis is completed, now you have to organize the information. Here is what a job description should contain.
1. Summary Statement – One or two sentences that explains the purpose of the position.
2. Functions of the Position – Specific details of what the job entails. In this you can prioritize different functions. Some companies will even explain how much time is expected of each job function.
3. Evaluation Criteria – Detailed explanation of the employer’s expectations of the employee.
4. Organization Structure – Explains where this position fits into the organization and who it reports to and who are the direct reports, if any.
5. Requirements of the Position: List of education/certification requirements as well as experiences that are necessary. Some companies will even list preferred requirements.
6. Compensation – Salary range for the position.
7. Miscellaneous Information – Location of the position, travel requirements, work environment, work schedule (days/hours), department, job category (exempt, non-exempt), position type (full-time, part-time, intern, contractor), and number of hours.
There are many templates that are available online and in MS Word. I recommend that you find one that works for you. If you need any more assistance with this, please contact me at firstname.lastname@example.org.