Job Descriptions: Definition of Needs
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Before we go any further, make sure you have a complete job description for the role(s) you wish to hire. The job description will…
- allow appropriate candidates to apply,
- non-qualifying candidates to not participate,
- direct you to ask the right questions during the interview, and
- set expectations and serve as a map for when you hire the person.
What To Include
Below is a list of what to include and tips for writing job descriptions, provided by the US Small Business Administration. Job descriptions typically include:
- Job title,
- Job objective or overall purpose statement,
- Summary of the general nature and level of the job,
- Description of the broad function and scope of the position,
- List of duties or tasks performed critical to success,
- Key functional and relational responsibilities in order of significance, and
- Description of the relationships and roles within the company, including supervisory positions, subordinating roles and other working relationships.
Additional Items for Job Descriptions for Recruiting Situations
- Job specifications, standards, and requirements,
- Job location where they will perform their work,
- Equipment they will use in the performance of the job,
- Collective Bargaining Agreements if your company’s employees are members of a union, and
- Salary range.
Lack Good Job Descriptions?
If you don’t have good job descriptions now, visit O*NET OnLine, an amazing resource supported by the US Government. Simply enter the type job you want in the “occupation search” section and it will provide you everything you need to include from tasks, to tools used, knowledge needed, skills, abilities, and more… Also, Google the job you’re looking for “restaurant server job description” or “sales clerk job description.” You will find plenty of existing samples to draw from. This will allow you to work smarter, not harder.
Proper Language in the Job Description
Keep each statement in the job description crisp and clear:
- If necessary, use explanatory phrases telling why, how, where, or how often to add meaning and clarity (e.g. “Collects all employee time sheets on a bi-weekly basis for payroll purposes.”)
- Use unbiased terminology. For example, use the “he/she” approach or construct sentences in such a way that gender pronouns are not required.
Go To Your Best Employees
If you’re having trouble figuring out some of the details of the job description, talk to your best employees. Ask the ones who do an excellent job, how they think they do it. What standards do they hold themselves to in performing their job? This feedback will help you add additional information and dimension to your job description. Excellent, now that you have a Job Description for the job(s) you are hiring for, let’s find some candidates!
You may also find our Customer Experience course helpful for more details on providing high-quality customer experiences that more than satisfy your customers… they delight them.
