The first thing a candidate asks for after joining an organization is a “job description”. This is a common document often referred to by employees and employers. Job description (JD) is essential to keep the organization and the employee on the same page regarding the job the employee is supposed to do. Let's find out about JD with Giaiphapdonggoi.net!
Table of Contents [Hide]
1. What is JD?
JD stands for Job Description - a job description is a document intended to provide job applicants with an outline of the key duties and responsibilities of the role they are applying for. The JD is usually written by an individual within the organization responsible for overseeing the selection process for the role, often with the help of the company's human resources department and/or an external recruiter. In fact, JD can be called the end result of job analysis. What exactly does the organization do job analysis to understand and clarify? The analysis provides information about the different components of the job. It provides information about the candidate's skills and qualifications that might best match the job profile.
What is JD?
All job related information is presented correctly in the JD. It conveys the working conditions that the employees must work in the organization as well as the remuneration that the workers will receive. At the moment the JD recruitment process serves as a guideline for finding the ideal candidate for a particular job profile. It helps hiring managers attract candidates by providing an idea of the duties, responsibilities, and compensation. Additionally, during the selection process based on the responsibilities listed in the JD, the hiring manager can ask relevant questions to the candidate. JD is also used by the human resources department to plan and implement appropriate training programs for employees. Based on JD, key skills are identified and training program is arranged to enhance skills. The need for training is also recognized with the help of job descriptions.
2. Purpose and advantages of JD
When an organization looks for a candidate to do a certain job, the organization has a brief idea of the work to be done. The JD details the job, the technology or tools used to do the job, the location of the job, the nature of the job, the reporting system, the status of the job, and the job summary. This clarity helps attract the right talent and select the right candidate for the organization.
Purpose and advantages of JD
Purpose of JD
To target, attract, recruit and select suitable candidates for specific jobs within the organization.
To determine the type of work to be done and the ideal type of person to get the job done.
To match the qualifications and skills required for the job while recruiting employees for the organization.
To communicate the organizational hierarchy and reporting system to the candidate.
Advantages of JD
From an organization and employee perspective, there are definite advantages to writing job descriptions. It's comprehensive information:
Help to understand the title, position and position of the job.
Make employees aware of their duties and responsibilities.
Handle the recruitment and selection process efficiently.
Improve understanding of benefits and working environment
Highlight the goals, requirements, and objectives of the job that the employee must accomplish.
3. How to Create or Write a Good JD
Writing a JD is not an easy task. There are several points that one should keep in mind when creating a JD. Relevancy and relevance is the main answer to the question of how to write a job description. Here are certain things to keep in mind for writing a good JD:
How to create or write a good JD
Choose a correct title
Job titles often reflect an employee's position as well as the responsibilities they have to handle. ARM rules should be followed while selecting the job title.
ARM stands for Accurate, Realistic and Meaningful. It is observed that to attract candidates, many hiring managers hold non-traditional titles like Unicorn Designer or Rockstar Manager. These types of titles are misleading and therefore should be avoided. Title accuracy refers to the salient point of the 'role' an employee must perform. For example, the title 'manager' indicates a team will be managed while 'moderator' defines strategic roles. The actual job titles are easily captured during the job search and thus the right candidates are more likely to apply for the job. Ultimately, the meaning of the title is about the word business being associated with work. Example: Business development is the right word for a sales position rather than an active market administrator.
>> Check out the clear tape product produced by giaphapdonggoi.net
Use simple and clear language
JDs should be easy to understand and shouldn't have any jargon. Many confusing or rarely used phrases frustrate candidates. So JD should be clear, precise and simple in nature.
Duties and responsibilities need to be elaborated
Take the candidate on a small activity during the typical day at work through JD. In short, include specific daily tasks and responsibilities. Using bullet points really helps here to add clarity in the description.
Information about company
Provide an overview of the organizational culture for employees. You can include testimonials from your current employees. Introduce your company to candidates; additional information such as company mission, products and services, along with market status. To attract the right candidate, you should include additional information about the technology your organization operates in, key (if not secret) customers, and the company's latest achievements.
Work-related skills should be highlighted
It is essential to describe the skills required to perform the particular job. Qualifications related to skills such as certifications need to be clearly mentioned in the JD. Capabilities are an important part of the job that must be communicated to candidates as: the need to work on time or excellent verbal communication is a must. Discriminatory language should be avoided when referring to skills. Phrases like “young salesperson or attractive female candidate” should be avoided.
Clearly communicate compensation and benefits
The clear regulation of compensation levels is very beneficial for the company. The perks and benefits of the job such as bonuses, learning opportunities, health care and insurance programs help attract candidates to the job.
The points mentioned above help in creating a good JD. However, there are some points to avoid when writing JD. The points include:
- Negative: Excluding people brutally. For example, those with less than 5 years of experience are not eligible for the profile. Instead of negative words, you can use sentences like: this senior job requires more than 5 years of experience.
Mysterious Profiles: The lack of clarity and too much suspense makes it hard for candidates to really understand what they're going to do. Therefore, the mystery in JD should be avoided.
- Asking too much: The work must be done realistically. It shouldn't include exaggeration and a man showing off the kind of mission.
4. Components to write a good JD
A JD should describe the job in its own right. Therefore, there are five important components that should be included in the JD:
Components for Writing Good JDs
Job Title: An appropriate job title describes the position/level of the job and the field of work.
Roles and responsibilities: Duties to be performed, goals to be achieved by employees, day-to-day activities, and additional workloads are included in roles and responsibilities.
Qualification: The educational background and work experience required for the position is covered in this section.
Skill set: Additional skills such as team management, communication skills, leadership are mentioned in the skill set required for the job profile.
Compensation: The job's salary range should be included in this component of the JD.
Some additional information such as working conditions, immediate supervisor, purpose of work, special circumstances (such as travel) may also be mentioned in the JD. These additional components are not mentioned in every JD. However, based on the type of work, necessary information can be added to enhance the clarity of the JD.
Hope the information about what JD is that the above article provides has been helpful for you in this regard. Thanks for your attention!
See more articles on the same topic:
- What are Influencers? Why does your brand need influencers?
- What is HSE? Purpose and organization of HSE
