Job descriptions have been around since the advent of jobs. However, the importance of job descriptions from a big picture concept is still unclear. Most often, HR professionals and recruiters put off writing or updating job descriptions because they think other tasks are more vital. Nonetheless, a good job description might have a much larger impact on the workplace than you anticipate. Because of some of the reasons stated above and the importance of retaining employees, ServiceTitan has created multiple templates for you to use. Below are 5 reasons you need to have these in place in your company. Set your expectations and share them with your employees to create a culture of trust and caring.
The purpose of a job description is to ensure the job will meet the needs of the organization and to recruit the appropriate talent for the position. When you clearly specify the qualifications for a specific role, it will be less likely that employees who don’t fit the criteria apply. This will, in turn, help you save valuable recruitment time by limiting the number of applications that come through the door, thereby improving the quality of the applications that come in.
Figuring out the type and depth of training a new employee requires can be a difficult task. However, a complete job description helps make it a bit easier. If your job description is thorough, it will be easier to know where a new employee falls short in terms of knowledge, skills, or qualifications and where he/she might require additional training.
Using the skills gaps as a guide, you can put together a customized training plan that will help get the employee into an actionable position faster.
While job descriptions help bring in qualified employees, a bad hire might still find their way in. In such a scenario, a good job description will serve as back-up documentation for poor performance. If you had outlined the expectations right from the beginning, it would be easier to pinpoint and document exactly where the employee’s performance doesn’t meet the standards. This information will supplement any other documentation of performance issues such as performance reviews, one-to-one meeting notes, and other discussion notes.
When you look at it from an employee candidate’s perspective, a job description is a sample snapshot of what a candidate’s life with the company will look like. If you fail to put forward an accurate job description, the employee will feel that your company has been deceitful. He/she will also be more likely to quit.
On the other hand, if a job description is accurate, the chances are that the employee will enjoy their job and have a sense of purpose and loyalty towards the company.
After hiring an employee, an in-depth job description serves as a tool to gauge performance. The job competencies, duties, tasks, and responsibilities that are outlined in the description will act as expectation guidelines. Once the probationary period ends, or when it is time for employee reviews, a job description is an excellent tool to measure performance shortcomings or areas where the employee exceeds expectations.
Attached below are the templates we've created with industry experts, to help set you up for success:
Give us your thoughts - what have you seen be successful? What other items would you recommend adding?