Have you been in a new job situation where there was a job description, but in all reality it meant nothing? You might even be asking, ìWhy did they even bother writing this thing?î
Most employers mean well, but all too often the formal job descriptions quickly evaporate after hiring. This is especially true for small businesses where employees wear many hats that change constantly, says Jeffrey Moses, in the article ìUse Job Descriptions to Focus Employee Responsibilities.î
But hopefully, with any luck, that job description can give you an idea of what the position will be like. This will be one of the hints you can use to make your decision to join the company. Just think of the person that writes those little blurbs on the Taco Bell hot sauce packets ñ now, what would that job description look like?
What should be included in a job description? Well, it depends on who you ask and even the type of company. But Kenneth H. Pritchard with SHRM has some thoughts on how job descriptions can be used directly or indirectly:
- Assign work and document work assignments.
- Help clarify missions.
- Establish performance requirements.
- Assign occupational codes, titles and/or pay levels to jobs.
- Recruit for vacancies.
- Explore reasonable accommodation.
- Counsel people on career opportunities and their vocational interests.
- Train employees.
- Check for compliance with legal requirements related to equal opportunity, equal pay, overtime eligibility, etc.
- Make decisions on job restructuring.
- Suggest ways to enrich the work experience.