The idea of job description is used in the workplace to refer to documents that detail the tasks and responsibilities inherent in each job. The necessary requirements, the activities to be carried out, the scope of execution and the relationship between the different positions in an organization are some of the data that are part of this type of documentation.
The job description is a tool that the company has to develop an effective employee recruitment process. By presenting everything related to the position in writing, candidates already know precisely what the company needs and what it offers the worker.
Ultimately, the job description aims to attract the right applicants, reducing the time required for the selection process. On the other hand, the document defines the position and provides the employee with a frame of reference that avoids surprises and misunderstandings.
Although there are no specific rules for its development, a job description should include certain information that is considered basic. The title of the post, its location in the structure of the company his superiors, the scope, objectives to meet the required training and remuneration are some of the items that can not miss in a job description.
It is important to note that, beyond its usefulness in a recruitment process, the job description can also function as an internal guide since it allows to divide the work in a correct way, assign responsibilities and define functions.
Broadly speaking, we can say that the job description has three fundamental objectives:
* Attract candidates: as stated above, in the description of the tasks to be performed and the requirements is the key so that those people who feel capable of meeting the expectations of the company contact the resources department Human Resources (HR) to get an interview. It is important to note that the candidates can be both external and internal, that is, individuals who are already within the company and who wish to change positions also enter the equation;
* Define the positions: in the job description, the necessary limits are set so that the evaluation of the candidates takes place in an orderly manner and without wasting time by either party. The precise definition of the functions also serves for those employees who wish to promote, since it allows them to establish a series of objectives;
There are many common mistakes companies make when crafting a job description. One of the most common is to use internal terminology, something that we must avoid by all means, since it is absurd to pretend that external candidates understand it; the broader and more neutral the text, the greater variety of people will present themselves.
Another very common mistake occurs when the description is made by a single person, especially if they do not have the proper role; This should be a collaboration of various departments, especially human resources, to express all the important aspects of the position.
Perhaps the most serious of all errors is the lack of realism, which is represented when the job description defines a "superhuman", someone with all the ideal skills to carry out his job without failures, with all possible knowledge, with a extensive trajectory and experience in prestigious companies. These people will not knock on our door, if they exist; And if they do, we should seriously ask why they are out of work.