Article: 3 job description mistakes to avoid
Written by Craig Cameron on 8th September, 2016.
For many business leaders, the recruitment process starts when the first applications come in. However, the exercise is usually launched long before this point and ultimately starts with the relevant department communicating with HR to finalise the details of the role.
This can include where the job should be advertised as well as key details around its description. If an enterprise wants candidates with the right skill set, experience and knowledge, then the job description is going to have to reflect these thoughts. Too often, this critical document falls short - leaving the HR department with scores of individuals that are simply not right for the role.
Detailed below are three mistakes to avoid when creating job descriptions:
Additionally, after five years, the job may have evolved to match its incumbent. What the job has become may have to be considered against what the job should be.
To avoid misrepresenting the position, the business will need to review the role and confirm the key list of factors that a new candidate will need to exhibit.
For a job description to demonstrate the level of seniority accurately, every bit of relevant detail helps. If you want to encourage candidates to only apply for the roles they’re qualified for, it is essential to show how managerial (or not) a role is.
Even worse, those people who they do desire might not even apply due to the ambiguous wording.
If you would like assistance ensuring that your job descriptions accurately describe the job itself, get in touch with the expert team at Strategic Pay.
For many business leaders, the recruitment process starts when the first applications come in. However, the exercise is usually launched long before this point and ultimately starts with the relevant department communicating with HR to finalise the details of the role.
This can include where the job should be advertised as well as key details around its description. If an enterprise wants candidates with the right skill set, experience and knowledge, then the job description is going to have to reflect these thoughts. Too often, this critical document falls short - leaving the HR department with scores of individuals that are simply not right for the role.
Detailed below are three mistakes to avoid when creating job descriptions:
- Copying an old description
Additionally, after five years, the job may have evolved to match its incumbent. What the job has become may have to be considered against what the job should be.
To avoid misrepresenting the position, the business will need to review the role and confirm the key list of factors that a new candidate will need to exhibit.
- Not identifying a role’s seniority (or lack of)
For a job description to demonstrate the level of seniority accurately, every bit of relevant detail helps. If you want to encourage candidates to only apply for the roles they’re qualified for, it is essential to show how managerial (or not) a role is.
- Not stating ideal experience and education
Even worse, those people who they do desire might not even apply due to the ambiguous wording.
If you would like assistance ensuring that your job descriptions accurately describe the job itself, get in touch with the expert team at Strategic Pay.
Comments