job description essay

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Write a Job Description That Attracts the Right Candidate

• Whitney Johnson

It’s often an overlooked step in the hiring process.

If you think the job you’re hiring for hasn’t changed in the last five years, or even in the past year, then it’s probably just about the only thing in your organization that hasn’t. Job postings should be reevaluated and rewritten every time you need to hire. The author offers four suggestions for composing and positioning a job description: 1) Know what you need now, but also envision the future. 2) Understand the hiring context. 3) Avoid limiting language. 4) Think about meaning.

Far too many organizations miss golden opportunities to bring onboard best possible talent for the tasks at hand — and those of the future. When it’s time to recruit, hire, and onboard, the most common approaches are routine and rote, prone to misjudgment and error. The process is costly and, in the end, unfruitful.

• WJ Whitney Johnson is the CEO of Disruption Advisors, a tech-enabled talent-development company and author of Smart Growth: How to Grow Your People to Grow Your Company .

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Job Descriptions .

How to write a job description (with examples), how to write a job description.

Job descriptions are the cornerstone of the recruiting process. They help to attract top talent, set expectations for qualified candidates, inform prospects about the role and company, and streamline the search process. Plus, a well-written job description gives companies a chance to make a great first impression. So while writing accurate and compelling job descriptions can be frustrating, finding the time and resources to do so is well worth it.

Importance of Job Descriptions

No matter how many job descriptions you write, they never seem to get any easier, especially if you are writing them for roles you know little about. We’re here to help. For starters, let’s discuss the importance of job descriptions, and then we’ll tackle how to write them.

Job descriptions are helpful for both prospective candidates and employers. Here’s why:

Attract Prospective Candidates

A concise and compelling job description will play a major role in attracting qualified candidates. With resources like LinkedIn, Facebook, Twitter and email, the ability to post and share jobs is instantaneous and has exponential reachability.

Set Expectations

A clear job description will set everyone up for success. Prospects will understand what is expected of them, more-qualified candidates will apply, under-qualified applicants will move on and you will save loads of time sifting through applications and communicating with potential candidates.

Prepare for Interviews

A well-crafted job description can help both applicants and interviewers prep for the big day . Applicants will be able to prepare for likely topics of conversation and interview teams will be equipped to ask questions that will accurately gauge the candidate’s qualifications.

Make a Stellar First Impression

Job descriptions are often the first point of contact candidates will have with your company and can shape their first impression. Just like resumes and CVs, any jargon or grammatical errors will turn a candidate off and leave a lasting negative impression.

Simplify the Search

Searching for jobs is incredibly time-consuming, especially for the 73 percent of candidates who are passive and currently employed. Clear and concise job descriptions help prospects compare salaries, benefits, perks and even company culture to determine what roles are worth applying to.

Establish a Baseline

Once a candidate is hired, the job description will stand as a baseline to measure growth, reference during performance reviews and consider future training opportunities.

Recommended Reading 29 Recruitment Strategies With Real Examples

Great job descriptions are thorough yet concise. They use specific terms and keep a professional tone. It’s OK to be a little quirky, but don’t overdo it. If you don’t take the job description seriously, top candidates will move on to other opportunities.

Important Parts of a Job Description

• Company Bio/Mission

Role Summary

• Role Responsibilities
• Role Requirements (Must-Have Skills)
• Time/Location
• Next Steps (How to Apply)

Here’s an outline of the main sections every job description should include.

Make the job title clear, concise and industry-specific.

43 percent of job seekers look for career opportunities on job boards that use search engine optimization (SEO) techniques. Job seekers are also likely to search based on the terms they know, so don’t stray from the standard industry language of common job titles. Be sure to include specific terms, like the programs required for the role. The title Lead Front End AngularJS Engineer is much more descriptive than Developer and will attract more qualified candidates. If your job can’t be found, it can’t be applied to.

Company Mission

Include a company description or mission, but keep it to about two to four sentences.

72 percent of job seekers noted they would be more likely to apply to a job posting with a company description. At the same time, don’t get too lost in the details. Most companies have a lengthy mission statement with core values and a culture code. For candidates looking at multiple companies and open roles, the missions start to sound the same. If candidates decide to pursue the position, they can read about the company’s full profile on the website. 

Consider writing a templated version that can be repurposed whenever you need to write a new job post. It’s also more common to include the company description or mission at the beginning of the post.

Write a brief three to five sentence summary about what the candidate will do in their role, who they’ll work with and any general qualities your team is looking for in the individual.

Job Responsibilities

90 percent of top-performing job descriptions include clear responsibilities and duties, according to Built In research. Responsibilities and duties are essential in order for a candidate to understand the role. They also set expectations for the hired employee and can be used as a baseline for performance reviews down the line.

Give five to 10 bullet points on what the candidate can expect to do in the role. Here are a few tips:

• Write in complete sentences.
• Be thorough. Candidates will be better prepared for the interview and role if they know what is expected of them.
• Don’t be excessive. You don’t need to include every single possible thing a person might encounter during the work day.

Must-Have Skills

Job descriptions include an average of eight distinct qualifications per job post (including must-have and nice-to-have skills), according to Built In research. List five to seven bullet points that are absolutely necessary for a candidate to be successful in the role they are applying to.

• Include quantities when applicable, like years of experience.
• Be sure to clarify what the application requires, like a portfolio, writing sample, video recording, resume, CV, cover letter, etc.
• Other important information includes education, experience, certifications and knowledge of specific platforms.

Nice-to-Have Skills

If there are any other qualities that are nice to have, include those here. Don’t feel like you have to include this section, but it may help candidates know what to include in the application or interview to stand out. This section is lower priority and should have fewer bullet points. 

Compensation

61 percent  consider compensation information to be the most important part of a job description. However, 99 percent of top-performing job descriptions don’t include compensation information, according to Built In research. Many companies still refuse to provide this information in job descriptions, but it’s time to get over this discomfort to garner a larger applicant pool.

It’s best to be upfront about the time frame you need employees to work. Flexible work hours are more common for full-time employees, time zones may play a role, and certain industries and markets work around different schedules.

Candidates will consider commute time or relocation efforts in their employment decision, so help them determine fit before they embark on the application process. Embedding a Google Map onto your website is really quite simple and can be done with this guide .

Working Conditions

Keep working conditions and workplace expectations clear. People want to know what to expect in their future work environment. Are there any physical requirements for the role? What is the expected dress code?

Call to Action

Make sure it is blatantly obvious where a candidate is supposed to apply. Do not make it complicated or frustrating to apply because that’s just going to reduce your applicant pool for the wrong reasons. This is one area that companies should customize to the location the job is being posted. Make sure they know where to click or who to email to get the process started. 

Disclaimer Statements

Most companies include an equal opportunity employer statement and that the employee may be required to perform additional job functions beyond the description. Do your research because disclaimers can help companies prevent serious lawsuits .

Elements to Improve Job Descriptions

Some companies include additional details in their job descriptions to help differentiate them from other employers. There’s certainly a balance between writing a thorough job description and being excessive, and that’s up to your team to decide. Here are a few additional sections to consider including in your job description. While these items are optional, they may turn a good job description into a great one.

Non-financial benefits are often a deciding factor for prospective candidates —  61 percent of job seekers expect to see benefits packages in job descriptions, yet only 43 percent of top-performing job descriptions included such information, according to Built In research.

Things to include are your company’s:

• Health insurance and wellness plans
• Retirement and stock options offerings
• Childcare and parental leave options
• Vacation and PTO policies

Remember that perks are not the same thing as benefits. Perks are nice add-ons the company offers its employees to improve work-life balance and help them live happier, more productive lives. 

Company Culture

Sure, it’s a buzzword, but the people have spoken and the best candidates expect a strong company culture . In fact, 47 percent  say that company culture is the main reason they’re searching for new opportunities.

Word Count 

It’s best to keep your job description in the 250 to 500 word count range, as supported by a study that found the majority of job postings had a similar word count trend. Top-performing job descriptions contain an average word count of 457 words, based on Built In findings. 

Average word count also correlates with average time on page for job descriptions. Job descriptions with a word count between 251 to 500 words see an average time on page of one minute and 39 seconds (1:39), which is closest to the average job description reading time of one minute and 41 seconds (1:41). It’s clear that job descriptions which adhere to word count best practices are much more engaging than their lower-performing counterparts. 

16 percent of job descriptions as analyzed by Built In contain obvious typos, which could be detrimental to applicant reach and a company trustworthiness. Similar to how many recruiters disregard applicants with typos on their resume or application, candidates may come away with a negative impression of your company for not doing its due diligence. Remember to always have at least one other person read your job description before posting.

Job Description Examples

Job descriptions aren’t one-size-fits-all. While the company bio and mission statement sections may remain the same for each role a company posts, the main sections — which include role responsibilities and requirements — should be uniquely tailored to the job at hand.

For instance, a job description for a highly specialized role will usually go into more detail about the types of tools and software programs qualified candidates are expected to possess, while a JD for an entry-level role may spend more time broadly discussing the mentality or passions a candidate should have. In any case, job descriptions that have enough detail specific to the role gives job-seekers a better sense of the position and it gives you an opportunity to make a positive first impression.

Below we’ve rounded up some in-depth guides and job description templates for several roles:

Creative Roles

• Art Director Job Description
• Technical Writer Job Description  
• UX Designer Job Description

Data and Analytics Roles

• Business Intelligence Analyst Job Description
• Data Analyst Job Description
• Data Scientist Job Description  

Developer Roles

• Front End Developer Job Description
• iOS Developer Job Description
• Java Developer Job Description
• PHP Developer Job Description
• Product Manager Job Description
• Salesforce Developer Job Description

Operations Roles

• Operations Manager Job Description
• DevOp Job Description  
• Project Manager Job Description

Marketing Roles

• Marketing Manager Job Description

Sales Roles

• Account Executive Job Description
• Account Manager Job Description
• Customer Success Manager Job Description  
• Sales Development Representative Job Description  
• Sales Engineer Job Description
• Sales Operations Manager Job Description

How to Write a Job Description: Data-Driven Results

We gathered cold, hard facts from a sample of the top performing job descriptions across our seven markets. Here’s what we found out.

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Writing an Effective Job Description

On this page:

Getting Started

Job description components, hints for writing job descriptions.

The job description should accurately reflect the duties and responsibilities of the position. When well-written, it produces a realistic picture of a job and answers the question, “What does the person in this role actually do?”

A job description not only describes the position’s responsibilities, it sets the foundation for recruiting, developing, and retaining talent and also sets the stage for optimum work performance by clarifying responsibilities, expected results, and evaluation of performance. It is also an important component to maintaining an equitable compensation system and ensuring legal compliance. The document should be revisited and updated in line with the annual performance evaluation cycle.

The job description contains sufficient information to describe major responsibilities and essential functions as they exist today. They provide the information necessary to classify the position, not the person; thus they are “incumbent neutral” and not based on any specific quality of an incumbent (such as knowledge, skills, abilities, performance, dedication, loyalty, years of service, or degree). The document should not include every detail of how and what work is performed so that it remains useful even when minor changes occur.  Job descriptions can be written as a joint effort between supervisor and employee, but the supervisor must approve.  

A job description contains the following components: job title, job purpose, job duties and responsibilities, required qualifications, preferred qualifications, and working conditions.  

The Job Title is a brief description (1-4 words) of the job which reflects the content, purpose, and scope of the job and is consistent with other job titles of similar roles within Wright State University (University).              

Examples include Archivist, Associate Director Disability Services, Associate Registrar, Director Student Health Services, Facilities Planner, Grants Accountant, Budget Analyst, Instructional Designer, Manager Desktop Services, and Manager Custodial Services.

Job Purpose

The Job Purpose provides a high-level overview of the role, level, and scope of responsibility consisting of three or four sentences providing a basic understanding, the “bird’s eye view” of the role. A concise summary of “why the job exists?”

Job Duties and Responsibilities

This section contains a description of the duties and responsibilities assigned to the job; also referred to as the essential functions. They describe the fundamental nature of the job which occupies a large proportion of the employee’s time. Some items to consider:

• Include explanatory phrases which tell why, how, where, or how often the tasks and duties are performed.
• Focus on the outcome of tasks.
• Reference areas of decision-making, where one will influence or impact.
• Identify areas of direct or indirect accountabilities.
• Describe the level and type of budgetary or financial responsibilities.
• Describe the nature of contact, the people contacted, and the extent to which the incumbent will interact with others within and outside of the University.
• List job duties that reflect the position requirements and ensure they are not based upon the capabilities of any one individual.

If applicable, also address the type of supervisory responsibility that is expected from this role. Detail the extent of the job’s authority to hire, discipline, terminate, assign work, train, and evaluate the performance of subordinates. This can be either a separate job duty or noted in other job duties as appropriate. The following lists various levels of supervision:

• Provide direction to other individuals.
• Supervises, hires, trains, provides work direction, and problem-solving assistance for student workers. Also oversees the daily operations of other staff.
• Supervises staff, including hiring, scheduling, and assigning work, reviewing performance, and recommends salary increases, promotions, transfers, demotions, or terminations.
• Manages others through subordinate supervisors.

The job duties should be listed in accordance with their importance and/or frequency in which they are performed. They are typically presented in a bulleted or numbered format, consisting of approximately 4–7 separate duties, with each one assigned a “percent of the time” (adding to 100%) which reflects the estimated time an employee will spend over a year. Duties that require less than 5 percent of the time should be combined with other duties or removed from the job description. The following table will assist you in estimating the percent of time:

Required Qualifications

This section lists the required level of job knowledge (such as education, experience, knowledge, skills, and abilities) required to do the job. This section focuses on the “minimum” level of qualifications for an individual to be productive and successful in this role.

NOTE: For classified jobs, the required qualifications will be identical to those listed on the job specification .

Identify the educational qualifications that an employee must possess to satisfactorily perform the job duties and responsibilities. State the educational qualifications in terms of areas of study and/or type of degree or concentration that would provide the knowledge required for entry into this position.

Identify the minimum number of full-time experience required in terms of years and the type of work experience that an employee needs to be qualified for the job. Should internships, undergraduate work experience, and graduate assistantships be accepted levels of experience; this will need to be specifically stated. 

Knowledge, Skills, and Abilities

In stating the required knowledge, include the level or depth of knowledge required for entry into the position. The following definitions should be helpful:

• Working knowledge: sufficient familiarity with the subject to know basic principles and terminology and to understand and solve simple problems.
• General knowledge: sufficient knowledge of a field to perform most work in normal situations. The work calls for comprehension of standard situations and includes knowledge of most of the significant aspects of the subject.
• Thorough knowledge: advanced knowledge of the subject matter. The work calls for sufficient comprehension of the subject area to solve unusual as well as common work problems, to be able to advise on technical matters and to serve as a resource on the subject for others in the organization.
• Comprehensive knowledge: requires complete mastery and understanding of the subject. This term should be used sparingly and only for unusually exacting or responsible positions required to originate hypotheses, concepts, or approaches.

List specific skills and/or abilities required for the incumbent to be successful in this role; including the designation of any required licenses or certifications. Some considerations are analytical, budget exposure, communication internal or external, computer, creative thinking, customer service, decision-making, diversity, logical thinking, multi-tasking, negotiation, problem-solving, project management, supervision, teamwork, etc.   

Preferred Qualifications

An expanded listing of the Required Qualifications can be used to further determine a person’s ability to be productive and successful in this job. These Preferred Qualifications are “nice to have” but are not essential to carrying out the day-to-day functions of the job. If included, the Preferred Qualifications can focus on any or all of the following: education, experience, knowledge, skills, and abilities.

NOTE: For classified jobs, the University does not list preferred qualifications.

Working Conditions

Identify the working conditions and physical demands that relate directly to the essential job duties and responsibilities to be compliant with the Americans with Disabilities Act. Describe the type, intensity (how much), frequency (how often), and duration (how long) of physical or mental capabilities required. Consider the following:

• Environment, such as an office or outdoors.
• Exposures encountered, such as hazardous materials, loud noise, or extreme heat/cold.
• Essential physical requirements, such as climbing, standing, stooping, or typing.
• Physical effort/lifting, such as sedentary - up to 10 pounds; light - up to 20 pounds; medium - up to 50 pounds; heavy - over 50 pounds.
• Indicate if required to work weekends, nights, or be on-call as a regular part of the job.
• Travel requirements.
• Emergency staff designations.  

Job descriptions should be prepared in a manner that all components are accurately stated to create a clear understanding of the role. Here are some hints to assist you in the process:

• Write in a concise, direct style.
• Always use the simpler word rather than the complicated one; keeping sentence structure as simple as possible. It will cut verbiage, shorten your description, and enhance understanding.
• Use descriptive action verbs in the present tense (for example: writes, operates, or performs).
• Avoid abbreviations and acronyms. Other people reading the position description may not be familiar with them. If abbreviations and acronyms are necessary, define them the first time you use them.
• Don't use ambiguous terms. If you use terms such as “assists, handles, and performs,” describe “how” the position assists, handles, or performs. Using the word “by” and then detailing the processes, tasks, or operations performed will usually clarify the ambiguity.
• Avoid gender-specific language, such as, “He manages,” “She is responsible for.”
• Focus on essential activities; omit trivial duties and occasional tasks.
• Avoid references to other employee’s names, instead, refer to the job title or department.
• Only include assigned duties today. Do not include potential future duties and eliminate any duties no longer required.

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Job Description, Essay Example

Pages: 2

Words: 632

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You are free to use it as an inspiration or a source for your own work.

Introduction

The need for staffing arises from time to time in organizations. The human Resource management, program manager, or job analyst, then forced to come with a description of the job to release to the public to source the right personnel for the job (Council of Chief State School Officers 2008). A job description has a role of informing the interested candidate of what expected of him / her, and the requirements.

The job description

The foremost item in a job description is the company name and job title. This followed by the job description, for example, a school principal:

Company description : School xxx is a well-established school, seeking to employ a well dynamic school head to undertake the roles and responsibilities that appertains the position. Job title: School principal

Job description: The school principal is to administer and supervise school activities. He or she supposed to develop students and their skills in line with the no child left behind, to enable students to fully develop and be productive. He or she reports to the superintendent of schools.

Job Responsibilities

• Supervise the school’s instructional program while developing and monitoring a wholesome, comprehensive extracurricular program to improve the school performance
• Ensure the academic process improves by introducing in-service courses, carrying out the evaluation process, and encouraging staff to work as a team.
• Orientate new staff members, while developing an effective master schedule in order to maximize use of the skills of every faculty member.
• Collaboratively plan faculty meetings to provide in-service training, encourage staff cohesiveness, and enhance the school’s educational tone.
• Enhance a positive work environment and healthful working relationship with the students, PTA, the parents, and the community.
• Ensure that the school is physically attractive while working towards an environment that is welcoming to both the students and parents
• Improve safety measures by ensuring that all state and local laws followed, and drills held on a timely basis.

viii. Monitor the school budget and make sure that supplies delivered at the right time and that suppliers paid appropriately, thus is accountable of the cash flow balances.

• Oversee the availability of supplies, equipment, and educational materials. There hence be accountable to the superintendents of all school activities, the school budget, any changes in curriculum, and about the school personnel in general.

Job requirements, education, and experience

• Broad knowledge and experience in working at a school environment for a minimum of 10 years Excellent communication, administrative, management and leadership skills
• Degree in education or equivalent
• Those possessing a master’s degree will have an added advantage
• Specialized training in management
• An all rounded personnel

Additional information

All interested applicants should submit their applications letters, a copy of updated Curriculum Vitae, and all relevant testimonials to the email address xxxschools@xxx, on or before May 22, 2012. Note that only shortlisted candidates contacted.

Process of constructing a job description

The process of constructing a job description needs a principle understanding of a loophole in an organization that needs filling. It calls for the human resource, program managers, and job analysts to come up with the job title, and clearly describe the responsibilities that pertains the position. They then consider the minimum qualification of a person who can deliver the work responsibly. After all this, they come up with a job description template and air their advertisement.

To fish for the best candidate for an organization, the job advertisement, or rather description should be so appealing to the public (Council of Chief State School Officers 2008).In some cases, the remuneration stated just to make sure those interested do not underestimate or have extremely high expectations. In conclusion, a formal job description is extremely beneficial.

Council of Chief State School Officers. (2008). Interstate School Leaders Licensure Consortium (ISLLC): Standards for School Leaders . Retrieved April 1, 2009,from http://www.ccsso.org/content/pdfs/isllcstd.pdf

Okamoto, Kazue; Teo, Stephen T.T. (2009 ) Employment Relations Record , Vol. 9 (1), p64-82, 19p, 1

Williams, Colin C. (2010) International Journal of Human Resource Management , Vol. 21 (14), p2529-2546, 18p, 5

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Job Description Essay

Crafting an essay on the topic of "Job Description" can be both challenging and rewarding. The difficulty lies in the need to strike a balance between providing comprehensive information and maintaining a concise and engaging narrative. To begin with, one must delve into the intricacies of job descriptions, exploring their purpose, components, and significance in the professional realm.

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Job Description Evaluation Report (Assessment)

Introduction, purchasing agent job description, general manager job description, justification for selecting the general manager position.

Formulation of a job description requires a proper job analysis. This entails identification of the tasks to be performed by employees (Clark 2013, pp. 5-7). It also involves classification of the skills required to perform a given task (Clark 2013, pp. 5-7). This paper examines two job descriptions and the skills required in each of them.

The purchasing agent will be required to perform the following functions. First, he or she will be required to procure equipment and office furniture. The agent will ensure that the company’s procurement rules are followed systematically during the procurement process (Edwards 2013, pp. 23-25). Second, the agent will be required to negotiate for better prices during the purchase of various goods and services.

Third, the agent will advise the management on the challenges that can affect procurement activities (Edwards 2013, p. 25). Thus, he or she will be required to prepare daily procurement reports.

Fourth, the agent will be expected to sort and file documents. Finally, the purchasing agent will investigate and solve problems associated with the procurement process. This will entail collecting and analyzing information about market trends (Edwards 2013, p. 30).

Experience and Skills Required

An applicant for this position must have at least five years experience in procurement or supply chain management. Therefore, the agent must have a comprehensive understanding of procurement policies and procedures (Edwards 2013, p. 26). He or she must have basic computer and accounting skills.

The applicant should be able to prioritize tasks, work in a busy environment, and meet set deadlines. The agent must also have excellent documentation, communication, and negotiation skills. Finally, the agent will be required to adhere to the highest level of professionalism (Edwards 2013, p. 26).

Education Background

The position requires a person with a university degree in supply chain management or procurement. However, individuals with a diploma qualification will be considered if they have at least seven years experience.

The general manager will be required to perform the following duties. First, the manager will provide leadership and forecast the company’s performance goals (Sloma 2012, p. 14). Therefore, he or she will be required to develop a new strategic plan to facilitate growth and maximize profits. Second, the general manager will be required to evaluate the performance of the company periodically (Sloma 2012, p. 14).

Third, the general manager will recommend measures to improve the performance of the company (Sloma 2012, p. 15). In this case, he or she will be expected to inform the board of directors about the performance of the company. Fourth, he or she will be responsible for building the image of the company (Sloma 2012, p. 17). Finally, the general manager will be required to attend management-training workshops regularly.

An applicant for this position must have the following skills and experience. He or she must have served in a senior management position for at least four years. The candidate must have superior skills in strategic planning and management (Sloma 2012, p. 15).

He or she must have good communication and coordination skills. The candidate must also possess proficient computer skills (Sloma 2012, p. 16). In addition, the applicant should be able to improve the company’s performance.

An applicant for this position must have a postgraduate degree in business administration or any social science. The company will also consider applicants who are currently pursuing postgraduate studies and have four years experience in management.

Personal Skills Match for the General Manager Position

My skills and academic credentials are relevant to the aforementioned job description. For instance, between 2009 and 2013, I served as a general manager in an oil company in my hometown. Therefore, I have four years experience in management. I prepared and reviewed the company’s short-term and medium-term plans. Thus, I possess good planning skills that will enable me to develop a strategic plan.

Additionally, I was in charge of organizing in-service training programs for employees. The training programs were meant to equip employees with new skills and to sensitize them on the emerging issues in the oil industry.

Through regular training programs, I managed to improve the performance of many employees. This led to an overall improvement in the performance of the company. Currently, I am pursuing a postgraduate degree in strategic management.

I have selected this position because of the following reasons. First, I have relevant academic qualification. For example, the position requires a person who is currently enrolled in a postgraduate degree program. Second, I have good mentoring skills in business administration. Moreover, I have enough experience in management.

The discussion in the foregoing paragraphs has revealed that a job description is very important. It enables a company to recruit qualified employees by developing clear job requirements. Thus, companies should always develop job descriptions for their employees to improve their performance.

Clark, M 2013, The Job Description Handbook, Bang Printing, New York.

Edwards, M 2013, Recruiting and Hiring Advice, Eagle Publishers, London.

Sloma, R 2012, No-Nonsense Management, A General Manager’s Primer, Beard Publishers, London.

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IvyPanda. (2024, April 11). Job Description Evaluation. https://ivypanda.com/essays/job-description/

"Job Description Evaluation." IvyPanda , 11 Apr. 2024, ivypanda.com/essays/job-description/.

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1. IvyPanda . "Job Description Evaluation." April 11, 2024. https://ivypanda.com/essays/job-description/.

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Home — Essay Samples — Life — Job — The definition of job description

The Definition of Job Description

• Categories: Job

About this sample

Words: 907 |

Published: Jan 15, 2019

Words: 907 | Pages: 2 | 5 min read

• Selection, recruitment and induction
• erformance management
• Job evaluation
• to provide information necessary in determining the selection criteria;
• tell the applicant about the nature of the job;
• ensure that the new staff understand the main purpose of the job and its position in the organization.
• job description which sets out the main duties and tasks of the job
• person specification which sets out the person’s skills, knowledge and education
• Ensuring that the work handled by employees is goes with the organization’s mission
• Helping management clearly identify the most suitable staff for new duties and realigning workloads.
• Their tasks and responsibilities
• The relative importance of their duties
• How their job contribute to the mission, goals and aims of the company
• Job descriptions are used to improve a recruitment campaign that obviously expresses the responsibilities that must be completed and credentials necessary by the organization for the job;
• Based on the responsibilities , tasks and qualifications that defined in the job descriptions, it will simplify to determined interview question and hiring criteria;
• The job description helps the employee see how their position relates to other positions in the organization;
• Job description helps to identify the weakness and strength of the employee and what kind of training he needs to perform well;
• The job description can be used by the employee and the supervisor to help establish a work plan;
• Job descriptions can be used to develop a consistent salary structure, which is based on relative level of duties, responsibility and qualifications of each position in the organization;
• The job description and the work plan are used to monitor performance;
• If an employee is terminated for poor performance, an accurate, complete and up-to-date job description will help the organization defend its decision.

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• Essay on Job Description | HRM

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Read this essay to learn about Job Description. After reading this essay you will learn about: 1. Definitions of Job Description 2. Contents of Job Description 3. Preparation 4. Characteristics.

• Essay on the Characteristics of a Good Job Description

Essay # 1. Definitions of Job Description :

A job description is an organised factual statement of job contents in the form of duties and responsibilities of a specific job.

A few important definitions of job description are as follows:

According to Edwin B. Flippo, “The first and immediate product of job analysis is job description. As its title indicates, this document is basically descriptive in nature and constitutes a record of existing and pertinent job facts.”

According to Pigors and Myres, “Job description is a pertinent picture (in writing) of the organisational relationships, responsibilities and specific duties that constitute a given job or position. It defines a scope of responsibility and continuing work assignment that are sufficiently different from that of other jobs to warrant a specific title.”

The preparation of job description is necessary before a vacancy is advertised. It tells in brief the nature and type of a job.

Essay # 2. Contents of Job Description :

The contents of job description are as discussed below:

1. Proper Job Title:

It is desirable that the job title should be short, definite and suggestive of the nature of the job. The desirable qualities of job holder should also be clear from the title so that every job could be distinguished from one another. Commerce and industry nomenclature (Vocabulary of names) where ever applicable should always be considered in phrasing meaningful job titles.

2. Job Summary :

Job summary describes the contents of the jobs in terms of activities or tasks performed. Job summary should clear the nature of the job. Primary, secondary and other duties to be performed on the job should clearly be indicated separately.

3. Job Location :

Job location should also be given in the description of the job. Job location means the place where the job is to be performed i.e. in which department.

4. Duties and Responsibilities :

This is the most important phase of job description and should be prepared very carefully. It describes the duties to be performed along with frequency of each major duty. Responsibilities concerning custody of money, supervision and training of staff etc., are also described in this part.

5. Machines, Tools and Materials :

The machines, tools, equipment and material required in the performance of each job should also be included in job description. It will indicate the nature and complexity of the job and will help in devising the training programmes.

6. Working Conditions :

The working environment in terms of heat, light, noise levels, dust and fumes etc., the job hazards and possibility of their occurrence and working conditions should also be described. It will be helpful in job evaluation.

7. Nature of Supervision :

The nature of supervision required on each job should also be mentioned. There are certain jobs like unskilled jobs which require close supervision while other jobs like skilled or supervisory or managerial jobs require less supervision.

8. Relation to Other Jobs :

The jobs immediately below and above are mentioned. It provides an idea of vertical work flow and channels of promotion. It also indicates to whom the job holder will report and who will report to him.

Essay # 3. Preparation of Job Description :

Job description provides the data of the job itself in terms of duties and responsibilities.

In order to prepare the documents, the detailed information is collected about job title, job summary, duties and responsibilities etc., through any of the techniques of job analysis and compiled in a well-designed bank in an organised manner. Separate blanks are filled for each job. It may be used in evaluating the job and determining the wage structure. It is also a record for future reference and guidance.

Essay # 4. Characteristics of a Good Job Description :

A good job description must possess the following characteristics:

1. It should be kept up-to-date. Necessary adjustments and amendments should be made from time to time.

2. Job title should be short, definite and suggestive so as to indicate the nature of the work.

3. It should describe in sufficient detail each of the duties and responsibilities.

4. Job specifications should clearly be mentioned.

5. It should be descriptive but short and concise.

6. Statement of opinion should be avoided.

7. Examples of work performed may be quoted.

8. It should ensure that a new employee can understand the job by reading the description.

9. All employees must know the contents of job description.

In order to make it up-to-date, a regular survey should be made in the organisation and necessary changes should be incorporated in the existing job description.

Related Articles:

• Job Description and Specification in Job Analysis Process – Explained!

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