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Job Description Objectives and Mistakes

CAREER EXAMPLES | BLOG | JOB DESCRIPTION OBJECTIVES AND MISTAKES

To really understand the context of a job, it's essential to stand on the objectives and define it in writing. During the recruiting process, you have a better chance of attracting the best talent if you have a well-documented job report. Wouldn't you feel better in an interview with a company that has taken the time to define who they want to hire?

While particularly helpful when recruiting new staff, the job description serves an ongoing purpose, so it's worth taking the time to get a good handle on it from the start.

What are the main objectives of a job description?

The three main objectives of a job description are:

  • Attracting Candidates: Describe the position and background required in order to attract internal or external candidates for the job.
  • Definition of the position: So that the person who performs the position has a reference point of the level of their functions and their necessary responsibilities, especially at the time of evaluation or when a promotion is considered.
  • Reference to management: Especially so that a new boss understands the scope and level of responsibility expected in the role.

Good job descriptions must have

A full job descriptions include the following areas:

  • Job title
  • Where the role is located within the team, department and the entire company
  • Who will be in the role and other key interactions?
  • Key areas of responsibility and expected results
  • Short, medium and long term objectives
  • Scope of progress and promotion
  • Necessary education and training
  • Social skills and personality traits needed to stand out
  • Location and relocation requirements
  • Margin of remuneration and benefits available
  • Company culture and identity

Five mistakes to avoid in an effective job description

  • Use internal terminology: Your CRM database may be known throughout the company as the "knowledge bank," but requiring them to master your knowledge bank in the job description will not make sense to external candidates. Stick to widely recognized requirements to attract the widest possible audience.
  • Not involving all stakeholders: The most accurate specifications are produced with the participation of several different areas of the company. When you define or refine what a role implies, do so with the input of Human Resources, line management, and collaborators with a similar function.
  • Be unrealistic: The job description should be an accurate representation of the background required to perform the role, not an impossible wish list of all the skills that can serve.
  • Using discriminatory language: Although almost always unintentional, the use of certain words and phrases in a job description can be construed as discriminatory and limit the diverse pool of candidates that companies seek.
  • Do not make frequent reviews: Companies are constantly evolving; For the job description to reflect these changes in requirements, it should ideally be reviewed annually and corrected where appropriate.

Taking the time to develop an accurate job description can be critical to attracting, hiring, and retaining employees on an ongoing basis.

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