Maybe one of your employees has retired or moved onto a new company.
Now begins the recruitment hunt for new talent.
The start and foundational element to any successful recruitment effort is a perfectly crafted job description (JD). A poorly written or thought out JD can hinder your business at it can attract the wrong type or qualified candidate, and waste your valuable money and time in your recruitment efforts.
So how do you write a great JD – If your organization does not have job descriptions or if your job descriptions are out of date, the first task is to conduct a job analysis.
Job analysis is a process for systematically collecting information to help you fully understand and describe the duties and responsibilities of a position as well as the knowledge, skills and abilities required to do the job. The aim is to have a complete picture of the position – what is actually done and how.
The purpose of job analysis is to provide the information necessary for writing job descriptions. Job descriptions are used as the basis of most other HR management practices from selection to training to performance management. Job analysis information can also be used in the job evaluation process, which is the process for assigning value to a job for the purpose of setting compensation.
The types of information collected during job analysis will be specific to each organization. However, typical kinds of information that are gathered are:
Job analysis can also be done using a combination of the above techniques. For example: staff may be asked to complete a Job Analysis Questionnaire and then it could be discussed during an informal interview to clarify information and to provide the supervisor’s observations on the work done.
TIP: Designing Satisfying and Motivating Jobs through Job Design. Job design is the process of combining responsibilities and duties into jobs that enhance organizational effectiveness and employee satisfaction. One of the well-known theories of job design is to look at jobs from the employee’s perspective. Look at Skill Variety, Task Identity, Task Significance, Autonomy, and Feedback. Keep these five characteristics in mind when designing jobs for your organization. Jobs that are interesting, motivating and satisfying usually lead to enhanced retention.
Once you have completed the analysis, its time to develop a strong JD. Fortunately, most of the work has been done through the analysis process. Employ a template that you use across your entire company and includes some of your cultural values and points of interest about your company.
If you have positions that are repeatedly hired for or are common in your organization, a good HR management toolkit includes a templated description that is available and can be used to develop and/or revise based on your need.
Standard JD Outline
Below we have included the standard job description outline.
Primary duties and responsibilities