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Support for - Checklist - Writing Job Description |
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Job descriptions are
typically used to drive recruitment campaigns, set expectations for
new workers, establish salary grade levels for groups of jobs, and
align individual goals and activities with an organization's
strategic objectives.
With job descriptions essential to so many human resource functions,
it's particularly important that companies take the time to write
their organizations' descriptions. A good job description follows a
simple but consistent format that describes key roles played by that
job, as well as "essential functions."
A job description
should clearly and accurately set out the duties and
responsibilities of the job. It should include: |
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1) Job specifications
- JOB TITLE : Accurate
titles reflecting the function and level of the job.
- THE DEAPRTMENT
- POSITION : Stating the
job title the employee is responsible to, as well as titles of those
reporting to the job holder.
- AREAS OF
RESPONSIBILITY : Concisely stating the overall purpose of the job, the
principal role of the job holder and the expected contribution to
achieving objectives
- MAIN TASKS:
Identifying the tasks and include the objective or purpose of each task.
- SEPARATE DESCRIPTIONS
OF MAIN TASKS
- SPECIAL REQUIREMENTS :
Equipment, tools, special skills.
- LOCATION - Of the job
and travelling needed.
- SPECIAL CIRCUMSTANCES
- Night work, overtime,
weekend working
- SIGNED AGREEMENT BY
POSTHOLDER & DATE
2) Person specification
A person specification allows you to define the skills, experience,
competencies and qualifications required to carry out the activities
outlined in the job description. Identify the desirable criteria in the
following four categories:
- EDUCATION,
QUALIFICATIONS & TRAINING
- EXPERIENCE : WORK
BASED COMPETENCIES (i.e. what does the candidate need to be able to do
such as use Excel, deliver training or work in French etc.)
- BEHAVIORAL
COMPETENCIES : (Such as the ability to influence people, identify
problems and work together with a team to find solutions, demonstrate
personal drive, ability to work alone, to communicate effectively orally
and in written reports etc.)
The language used in
job descriptions should:
- Avoid jargon and
unexplained acronyms and abbreviations.
- Be matched to the type
of job and be readily understood by the employees concerned.
- Avoid ambiguity about
responsibility and be clear about the post-holder's accountability for
results and resources.
Points to remember
- Try to give as much
information as possible to allow candidates to make an informed and
rational decision about their suitability for a post.
- Consider any legal
requirements i.e. work and travel permissions that might prevent a
candidate from working in a specific country.
- Provide relevant
details of climate/security/isolation that candidates need to consider
before applying for a post.
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