It isn't fun, and most managers hate having to write a job description.
If they have a job opening and HR asks for the job description to use in the posting, the hiring manager typically asks for an old job description to start with and then they edit it.
The problem is that the hiring manager doesn't really spend much time editing it. And then the job description doesn't tell the truth about the job responsibilities and necessary qualifications.
HR posts the bad job description. Then after going through 100 plus resumes HR sends the top candidates to the hiring manager for interviews.
When the interview starts, the candidate is confused. The hiring manager describes the job differently than the way the job description reads. Trust is already being eroded, and the candidate feels disrespected.
The hiring manager is upset with HR for giving them the wrong type of candidates to interview.
And we wonder why the hiring process is so broken.
If you can't get the job description right, you're essentially telling the candidate that you aren't going to be a good manager.
If the job description isn't good, then HR isn't going to assign the right pay grade, base salary range, and incentives to the job.
If the job description isn’t well written, you will attract candidates that aren’t going to perform well.
Hiring Managers: Take the time to write a good job description. Getting the foundational stuff right is the basis for building a high performing team.
Bad job descriptions lead to bad hires.
#jobdescription #compensation #pay #hiring #leadership #humanresources #hr #compensationconsultant #hiring #jobdescriptions #jobevaluation #marketpricing