A job description is a summary of the company’s expectations of an employee and how they can be evaluated. A job description lets the worker know whether or not they are suitable for the job. It also determines what else you need to be able to fill such a position one day.
As the economy reopens, many companies are ramping up their hiring efforts. But there’s one big difference between previous economic recoveries and this one: Many new hires expect to be able to work from home. Job descriptions need to reflect this new reality.
When the COVID-19 pandemic forced millions of office workers to work from home, it also opened up virtual workspaces as a viable long-term option for many. As a result, companies are competing to attract talent who prefer to work from home.
This means that up-to-date job descriptions are essential. They should not only accurately reflect the duties and responsibilities of a position, but also highlight the possibility of remote work, if available. This helps expand the talent pool while eliminating underqualified candidates.
Additionally, job descriptions form the basis for many organizational functions, such as recruiting, accurate compensation benchmarking, and training.
And perhaps most importantly, updating job descriptions helps align performance goals with the objectives and tasks of a position. This helps reduce compliance and legal risks because job descriptions can serve as documentation for compliance-related matters, such as workers’ compensation and the Fair Employment Standards Act.
Importance of Updating Job Description
It’s not always clear how job descriptions should be updated. Job descriptions should be updated at least once a year (although many employers only do this when there are significant changes to the job).
The following five steps can serve as a guide for updating job descriptions:
- Evaluate current descriptions and prioritize the most outdated ones.
- Create a company-wide job description template
- Determine the best way to gather information about the job’s duties, responsibilities, specifications, work environment, and physical demands. Some employers have job description questionnaires completed by job incumbents or their supervisors. Others interview or directly observe job incumbents.
- Use the resulting information as the basis for new or updated job descriptions that accurately reflect the role.
- Develop procedures for regularly updating job descriptions. To avoid the process getting out of control, do this in conjunction with other regular procedures, such as annual performance reviews. However, update job descriptions as soon as possible if there is a change in position.
Job descriptions are important for attracting and retaining talent, especially at a time when high-level candidates are looking for work-from-home opportunities and flexibility. Implementing stricter processes and procedures at the core of job descriptions will have positive effects over time.
A job description is a summary of the company’s expectations of an employee and how they can be evaluated. A job description lets the worker know whether or not they are suitable for the job. It also determines what else you need to be able to fill such a position one day.
As the economy reopens, many companies are ramping up their hiring efforts. But there’s one big difference between previous economic recoveries and this one: Many new hires expect to be able to work from home. Job descriptions need to reflect this new reality.
When the COVID-19 pandemic forced millions of office workers to work from home, it also opened up virtual workspaces as a viable long-term option for many. As a result, companies are competing to attract talent who prefer to work from home.
This means that up-to-date job descriptions are essential. They should not only accurately reflect the duties and responsibilities of a position, but also highlight the possibility of remote work, if available. This helps expand the talent pool while eliminating underqualified candidates.
Additionally, job descriptions form the basis for many organizational functions, such as recruiting, accurate compensation benchmarking, and training.
And perhaps most importantly, updating job descriptions helps align performance goals with the objectives and tasks of a position. This helps reduce compliance and legal risks because job descriptions can serve as documentation for compliance-related matters, such as workers’ compensation and the Fair Employment Standards Act.
Importance of Updating Job Description
It’s not always clear how job descriptions should be updated. Job descriptions should be updated at least once a year (although many employers only do this when there are significant changes to the job).
The following five steps can serve as a guide for updating job descriptions:
- Evaluate current descriptions and prioritize the most outdated ones.
- Create a company-wide job description template
- Determine the best way to gather information about the job’s duties, responsibilities, specifications, work environment, and physical demands. Some employers have job description questionnaires completed by job incumbents or their supervisors. Others interview or directly observe job incumbents.
- Use the resulting information as the basis for new or updated job descriptions that accurately reflect the role.
- Develop procedures for regularly updating job descriptions. To avoid the process getting out of control, do this in conjunction with other regular procedures, such as annual performance reviews. However, update job descriptions as soon as possible if there is a change in position.
Job descriptions are important for attracting and retaining talent, especially at a time when high-level candidates are looking for work-from-home opportunities and flexibility. Implementing stricter processes and procedures at the core of job descriptions will have positive effects over time.