The process of developing a job description helps you articulate the most important outcomes you need from an employee performing a particular job. A job description is also acommunication tool that tells coworkers where their job leaves off and the job of another starts. A well-written job description tells an employee where their job fits within the overall department andthe overall company.
Develop well-written job descriptions to help employees from other departments, who must work with the person hired, understand the boundaries of the person's responsibilities.Finally, develop job descriptions as an integral piece of the performance development planning process.
Your goal in hiring is to find the brightest, most competent, flexible, reliable, multifacetedemployees you can find. A job description, if not viewed as a straight jacket, helps your successful recruiting in several ways. A job description:
• causes the manager of the position and any otheremployees already performing the job to agree on the responsibilities and scope of the position,
• helps Human Resources know the knowledge, skills, education, experience, and capabilities you seekin your new employee, so an effective recruiting plan is formulated,
• informs candidates about the duties and responsibilities of the position for which they are applying,
• informs employees whoare assisting with the interview process about the questions to ask candidates and what you seek in the new employee, and
• may protect you legally when you can demonstrate why the candidate selectedfor a position was your most qualified and culturally suited applicant.
Steps to Develop Job Descriptions
Use these steps to develop your job descriptions.
• Gather the appropriate people forthe task. The manager to whom the position will report takes the lead to develop a job description, but other employees who are performing similar jobs can contribute to the development of the job...