A Job description is a critical part of finding qualified, highly skilled people to help your business grow and thrive. However, many businesses rush through the process of drafting them and fail to fully detail the many requirements of the position. This can lead to applicants and hires that are undertrained, improperly selected or who have habits that are inappropriate for succeeding in your company.
One recent article about job descriptions did a great job at detailing many of the purposes that they serve. A great job description is a workforce management tool that helps to succinctly explain their activities and what their responsibilities. They also help you to recruit candidates, as they make it clear how employees will be held accountable for their performance, determine reasonable accommodations and explain necessary basic information. What types of things should a job description always include?
- Physical job requirements
- Working conditions
- Position title
- Overtime status (exempt or non-exempt)
- Essential functions, skills and qualifications
- Work environment
While the article does a wonderful job outlining the basics of a job description, you should also consider the vital inclusions when your company utilizes background investigations and drug screenings during the hiring process. Your job postings should explain why operating under the influence of certain substances is unacceptable when detailing the drug screening process, and also note what types of criminal convictions could exclude an applicant.
Job descriptions are not only one way that you advertise a job, but also a way that you can protect yourself from future liability by detailing prior unacceptable behavior, establishing expectations and explaining any inherent risk in the position. Because the EEOC requires all criminal conduct exclusions to be related to the job or business, explaining the job in detail can make it easier to objectively identify unacceptable prior behaviors and exclude those applicants. Not sure what to put in your job description or what types of convictions and drug test results would exclude an applicant from your job? We can help.
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