The author of this article lists why job descriptions are one of the most important documents in your organization. Theresa Minton-Eversole aptly lays out the reasons why they are so very important.
She mentions that job descriptions:
- Help workforce planning
- Set salary grades
- Help meet compliance requirements
- Are crucial in performance reviews
- Focus recruitment efforts on finding the right people
- Identify the skills needed to adequately perform the job
In this time of responding to the COVID pandemic, job descriptions should be a focus on identifying those additional responsibilities you are asking of your employees.
It is important to capture essential functions of the job so that the job can be clearly explained to recruits. Having the essential functions captured in a job description allows a clear measure on which to perform periodic evaluations.
One common mistake mentioned in the article is that Human Resource professionals often confuse a job description with a job posting. A job posting is what a company uses to sell itself. A job description is about compliance i.e. it covers the essential functions, lists qualifications, and physical requirements of the job.
Another common mistake is writing job descriptions that are verbose and complicated.
A well-written job description can be used to create job postings that help strengthen a company’s emphasis on diversity, equity and inclusion in its recruitment strategies.
One reason not mentioned in the article that support the importance of a well-written job description is the relation between the essential functions of the job and what is in the background of an individual. A company should have a clear correlation between the job’s essential functions and why certain types of past behavior will not allow the individual to move further in the hiring process.
In a previous blog post about job descriptions we mention that the EEOC requires that criminal conduct exclusions be based on job relatedness and business necessity. This is where development of the job description helps to identify the prior behavior that is unacceptable. By identifying the inherent risk in a position’s duties, the employer can objectively identify unacceptable prior behavior.
James P. Randisi, President of Randisi & Associates, Inc., has since 1999 been helping employers protect their clients, workforce and reputation through implementation of employment screening and drug testing programs. This post does not constitute legal advice. Randisi & Associates, Inc. is not a law firm. Always contact competent employment legal counsel. Mr. Randisi can be contacted by phone at 410.494.0232 or Email: firstname.lastname@example.org or the website at randisiandassociates.com