They Help Attract the Right Employees
The purpose of a job description is to ensure the job will meet the needs of your company and recruit the appropriate talent for the position. When you clearly specify the qualifications for a specific role, it will be less likely that employees who do not fit the criteria apply. This will, in turn, help you save valuable recruitment time by limiting the number of applications that come through the door, thereby improving the quality of the applications that come in.
They Help Guide Training New Employees
Figuring out the type and depth of training a new employee requires can be a difficult task. However, a complete job description helps make it a bit easier. If your job description is thorough, it will be easier to know where a new employee falls short in terms of knowledge, skills, or qualifications and where he/she might require additional training. Using the skills gaps as a guide, you can put together a customized training plan that will help get the employee into an actionable position faster.
They Promote Greater Employee Productivity
When employees understand the specific demands of their jobs, chances are their productivity will be higher. Well-written job descriptions can be the key to employee motivation and happiness on the job, and it is no secret that happy employees are productive employees who not only accomplish their required tasks but often go above and beyond.
They Offer Protection After A Disciplinary Action or at Termination
While job descriptions help bring in qualified employees, a bad hire might still find their way in. In such a scenario, a detailed job description will serve as back-up documentation for poor performance. New employees should be signing a copy of their job description in their new-hire onboarding on their first day of employment. If you outline the expectations right from the beginning, it makes it easier to pinpoint and document exactly where the employee’s performance does not meet the standards. This information will supplement any other documentation of performance issues such as disciplinary actions, performance reviews, one-to-one meeting notes, and terminations.
They Assist With Employee Retention and Satisfaction
When you look at it from an employee’s perspective, a job description is a sample snapshot of what their life with the company will look like. If you fail to put forward an accurate job description, the employee will feel that your company has been deceitful. He/she may also be more likely to quit. On the other hand, if a job description is accurate, the chances are that the employee will enjoy their job and have a sense of purpose and loyalty towards the company.
They Help Gauge Performance
After hiring an employee, an in-depth job description serves as a tool to gauge performance. The job competencies, duties, tasks, and responsibilities that are outlined in the description will act as expectation guidelines. Once the probationary period ends, or when it is time for employee reviews, a job description is an excellent tool to measure performance shortcomings or areas where the employee exceeds expectations.
Be Sure To Keep Your Job Descriptions Up-to-Date
Job roles and responsibilities keep changing over time. They evolve and expand as their position within the company shifts. For instance, if your employee has been in the same position for a while, it is highly unlikely that their job description is the same as when they were first hired. However, employers often forget the importance of regularly updating job descriptions.
While it might seem like an insignificant part of HR, outlining and updating job descriptions is essential for preparing for future hiring objectives, improving current employee productivity, and ensuring long-term workforce sustainability. Furthermore, these critical internal records will help ensure consistent performance standards and ease the hiring and recruitment process, should the role change or expand in the future.
A jobs description not only helps a company to have better job postings to attract the right candidates, it also helps the company to avoid being in a situation where their employees are not fulfilling their duties. It sets clear expectations at the outset of their employment and ensures that you stay on top of performance management.
Job Descriptions Should Include:
*Background and information on your business.
*The position that the employee will be reporting to (e.g. Operations Manager).
*Who will be reporting to them.
*Job titles and job summary.
*A list of daily tasks.
*Qualifications, experience, and skills required. Include licenses, certificates, and registrations.
*Company values and culture.
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