Job De­scrip­tions

Business Events News - - News -

A NEC­ES­SARY evil and task that of­ten gets put on the back burner. Em­ploy­ers, you may well be do­ing your­self an in­jus­tice if you don’t ac­tion this task BE­FORE look­ing to hire staff. Firstly the most ap­par­ent ben­e­fit of hav­ing an up-to-date job de­scrip­tion is for po­ten­tial ap­pli­cants to en­hance their un­der­stand­ing of the job they are ap­ply­ing for- in­ad­ver­tently fil­ter­ing out un­suit­able can­di­dates. Sec­ondly, by hav­ing a job de­scrip­tion you in­crease the pro­fes­sion­al­ism of your brand. Fi­nally, hav­ing a job spec will give you a clear pic­ture of the skills needed to per­form the job thus al­low­ing you to tailor your in­ter­view ques­tions around the out­comes spe­cific to the job. Ide­ally a job de­scrip­tion should be writ­ten by some­one cur­rently do­ing the role and not a third party or HR divi­sion who are of­ten re­moved from the daily tasks. A job de­scrip­tion is also a great tool for per­for­mance mea­sur­ing, staff re­views, goal set­ting, pro­mo­tion and salary scal­ing.

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