factors to consider when writing a job description
List specific skills and/or abilities required for incumbent to be successful in this role; including designation of any required licenses or certifications. Some considerations are: analytical, budget exposure, communication internal or external, computer, creative thinking, customer service, decision-making, diversity, logical thinking, multi-tasking, negotiation, problem solving, project management, supervision, teamwork, etc.
Job Duties and Responsibilities
This section contains a description of the duties and responsibilities assigned to the job; also referred to as the essential functions. They describe the fundamental nature of the job which occupies a large proportion of the employee’s time. Some items to consider:
A job description should be an accurate representation of the track record required to perform the role, not an impossible wish list of every skill that may be useful.
The most accurate specifications are produced with the involvement of several different business areas. When defining or refining what a role entails, do so with the input of HR, line management and employees in a similar function.
Understanding how to write job profile summary sections effectively has a lot to do with understanding what candidates will find most appealing about the big picture of your job. When thinking about how to explain job profile highlights to readers, consider what your ideal candidate will find most interesting about the job’s real-world impact or its unique place in your company.
The requirements and responsibilities section may seem like a boilerplate in many job descriptions, but if that’s the case, it isn’t actually a great job description.
The specific skills set of potential employees is a critical factor that can often determine who you hire. For instance, if you own a handyman service, you want people who can handle carpentry jobs. Likewise, if you own a nail salon, your employees will need to be able to give manicures. In addition to specific necessities, a variety of skills are desirable.
Work experience might be one of the most important considerations you have for particular jobs at your facility. Experience in particular areas such as answering busy telephone lines or handling accounts, for example, can be essential for specific staff roles. For other positions, work experience might not be absolutely necessary, but a strong work background is always a good thing as it exemplifies a good work ethic.
In a part one of this article we featured the California Employment Law Letter’s take on the importance of a good job description. Today, we look at the key components every job description must contain.
A job description need not account for every task that might ever be done, says the CELL. Here are the most critical components of a good job description.