Are Job Descriptions Still Relevant

1 Are Job Descriptions Still Relevant?

Job descriptions are a crucial human resource management tool because of the diverse ways that they can be used. They are used in the process of hiring, performance appraisal, training and several other HR activities. A job description is a statement that outlines the duties, responsibilities, required skills and qualifications and sometimes the salary of a role. Without a clear job description, there is vagueness about what an employee is expected to do. This paper evaluates the importance of job descriptions in today’s fast-paced and ever-changing work environment. It also outlines how to create a good job description and my experience with online job sites.

A job description provides clarity on that the duties and responsibilities for a position are, this way; the candidate is able to ascertain whether they are a good match for the job. The job description also protects the organization legally, since it provides a basis to explain why a candidate was selected or not. With a clearly outlined job description, it also becomes easier for employees to create a career plan and to work towards attaining progress in their jobs.

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2 Job description are very crucial because they help to create boundaries that prevent employees from performing duties that are not in line with their job advancement, or that exceed their remuneration (Banfield, Kay, & Royles, 2018). Proponents of job descriptions argue that they have a tendency of being so limiting that they deter fully qualified candidates from applying for the role. They sometimes contain details such as number of years of experience, or level of academic qualification that might not be relevant to the role. To avoid this from occurring, it is important to create job descriptions that allow match the right candidates for the job with a higher degree of accuracy.

As organizational roles become multi-focused, job descriptions must be continuously reassessed and updated to ensure that they are up to date with industry trends. For a job description to be effective, the job title should be clear and concise. It should be followed by an accurate summary of the purpose of the job and the responsibilities that are involved. To increase the chances of getting the right candidate for the role, it is important to write a job description that evokes the company’s culture (Fahed-Sreih, 2018). In addition to seeking the right candidate for the role, it is also important for the candidate to make an informed decision before applying to the role; therefore, the job description should provide a brief introduction of the company, the job tenure and a salary range.

In my experience with on-line job sites, the best job descriptions are those that are honest about the scope of the role, and have a clear job title. I have found that organizations that have vague job titles such as ‘graphic design star’ or ‘marketing guru’ often also have unclear job descriptions and this exposes the candidates to a role that has no clear boundaries. I would advise a company that wants to post a job online to look for the right candidates to provide a clear description of the role as well as the main aspects of the job, and to be realistic about the skills

3 and qualifications that the ideal candidate should possess. When organizations write inflate job descriptions, they lock out people who are well-suited for the job (Wilton, 2016). It is also important to include the salary range and benefits to enable potential candidates to ascertain beforehand whether it matches the job description matches their expectations.

References Banfield, P., Kay, R. & Royles, D. (2018). Introduction to Human Resource Management.

Oxford University Press Fahed-Sreih, J. (2018). Human Resource Planning for the 21st Century. BoD – Books on Demand.

Malik, A. (2019). Strategic Human Resource Management and Employment Relations: An International Perspective. Springer Singapore.

Wilton, N. (2016). An Introduction to Human Resource Management. SAGE