No one wants to write a job description. Describing the purpose of the job and the responsibilities as well as the years of experience, education, skills, knowledge, and abilities isn’t exactly a fun task.
But if you want to hire someone with the right capabilities to do the job, it requires taking the time to describe your expectations.
Job descriptions are used to recruit qualified candidates for job openings. They are then used during the onboarding process to ensure the new hire knows what is expected.
As the employee performs the job, if they need to improve their performance over time the job description is referenced. It becomes a tool once again to establish expectations and accountability.
If the job changes after two to three years, that original job description is edited to reflect the new job’s responsibilities and used in the job evaluation process.
Typically, managers write job descriptions for the positions on their team. And if an employee is performing the job, I expect them to review and edit the document.
Managers should certainly write the job description if the position is a new job. And I’d expect one to two leaders above them to approve the new job’s creation and budget impact.
I’ve also seen HRBPs write job descriptions for their internal clients. The managers review the HRBP’s draft and make edits to finalize the job description.
I have also had recruiters write job descriptions for managers.
And, of course, I’ve had managers ask employees in Compensation to do this work.
Who writes the job descriptions for your employer?
1 – Manager overseeing the job
2 – Employee performing the job
3 – HRBP
4 – Recruiter
5 – Compensation
6 – Other: Comment below.
#compensation #rewards #hr #humanresources #jobdescriptions