| Writing job descriptions is not rocket science, but it's | | | | objective as possible. You may prefer applicants with |
| not exactly child's play either. Job descriptions are | | | | impressive tertiary level qualifications, but in your line of |
| important as they are often the first point of contact | | | | work on the job experience could actually be more |
| between your business and prospective applicants. | | | | beneficial. By discriminating against applicants with a |
| Accurate and well-written job descriptions will attract | | | | wealth of experience but no formally recognised |
| the most promising candidates to your business, and | | | | qualifications you could be doing yourself a disservice. |
| simultaneously weed out those who apply to every | | | | Advertising new jobs and writing new job descriptions |
| job opening they come across 'because you never | | | | provide an ideal opportunity for you to focus on your |
| know'. | | | | company's future, and the skills that will be required to |
| Businessknowhow suggests that you think of a job | | | | ensure success in the years to come. Don't hold on to |
| description as a "snapshot" of a job. It should give job | | | | archaic systems used in the past if you believe they |
| hunters a clear overall picture of what the job entails, | | | | can be updated and brought in line with current and |
| and what skills you consider essential for applicants to | | | | future goals and objectives. |
| maintain the standards of your business. | | | | Job descriptions need to be written as accurately and |
| recommends that before you sit down to write a job | | | | succinctly as possible so that applicants know exactly |
| description, you first conduct a job analysis to | | | | what is expected of them. They will also serve to |
| determine the exact requirements of the job. It's | | | | eliminate any confusion or unhappiness further down |
| important to clarify your expectations regarding the | | | | the line should dissatisfaction regarding the scope of |
| position, for example, what you would like an employee | | | | responsibilities arise. |
| to accomplish and how you would like them to go | | | | Clear job descriptions are also essential if you recruit |
| about it. You also need to consider where the position | | | | companies to assist you in your search for competent |
| fits within the overall scheme of your company, how it | | | | employees. As recruitment agencies aren't privy to the |
| relates to other departments and the role that it plays | | | | intimate and intricate systems that keep your business |
| in your company's success. Don't forget to list all of the | | | | on course, the only indication that they have of your |
| tasks the job entails, physical as well as mental. This is | | | | needs are your well-written job descriptions. Their |
| important to gauge what kind of qualifications/skills an | | | | referrals will be based on the information that you |
| applicant will need to cope with the demands of the | | | | provide. If you find that applicants are repeatedly not |
| job. | | | | coming up to scratch, it could be because your job |
| When it comes to the qualifications and skills section, | | | | description needs some refining. |
| you need to take care to be as accurate and as | | | | |