Written by Guest Author | January 28, 2016
Ask any employer, and they will say that a good job description is an integral part of their recruitment advertising efforts. Job descriptions help to sort the wheat from the proverbial chaff, attracting the right kind of people to your vacancy while repelling the wrong ones.
But your latest job description shouldn’t be ditched the moment you hire someone for that position. Indeed, your job description shouldn’t have even been written purely for recruitment purposes.
After all, the seemingly simple task of outlining what a person is expected to do in their role has undoubted use for the following applications within your company.
1. Job analysis
Job analyses and job descriptions go hand in hand, with one following and in turn, laying down the framework for the other.
A job analysis establishes the kind of person you actually need for the job in terms of knowledge, skills, abilities and other items. It is done best when you interview or shadow an employee already in that role.
A good job analysis, then, helps you to put together the most suitable job description. However, with job analyses and job descriptions both needing to be refined and updated down the years, you will doubtless refer frequently back to both when determining the vital credentials for your ideal hire.
2. Job evaluation
What follows the analysis of a job and the writing of a job description? The evaluation of that job, of course. This involves you determining the real importance of that job in relation to others within your company. What is the exact contribution that the job makes to your firm’s wider objectives?
Of course, in order to evaluate a job properly and therefore pay the employee who holds that position in accordance with their skills, experience and importance within your firm, the aforementioned analysis and description will need to have been done well.
3. Performance review
How can you evaluate your workers’ performance in their roles? Again, your job descriptions play an integral role. It is they that detail what your employees were actually responsible for over the month, quarter, year or other period for which you are conducting a review.
Compare what the person agreed to accomplish – as is outlined in their job description – with what they did accomplish (their performance), and you can better ensure an unbiased performance review. In so doing, you can also pinpoint if certain changes, such as extra training, are required.
As you can see, there’s so much more to a job description’s role than simply helping to attract the most suitable talent. With well-developed job descriptions, your organisation can feel truly wide-ranging and long-lasting benefits.