The importance of job descriptions in recruiting can't be understated. Simply put, without job descriptions, HR professionals wouldn't be able to showcase to candidates what a position entails and won't be able to receive resumes from the best applicants as a result. But job descriptions can be ineffective at conveying the true needs of a position, and can even discourage great candidates from applying, therefore stopping HR professionals from hiring top talent.
Job descriptions should convey all necessary information clearly, and HR departments need to focus on listing the types of skills and the experience levels of those who have succeeded in the position in the past before drafting job descriptions. HR professionals should actually collaborate with managers and key players on teams to truly understand what a certain position does. For instance, HR professionals may think a bachelor's degree is essential for the job, when managers actually have found those with associate's degrees and more years of experience are better equipped to handle the job.
Work with Managers to Determine Key Aspects of the Job
HR professionals can no longer draft job descriptions without the help of managers and top performers. Collaborating with the position's supervisors and colleagues can help HR professionals start fresh with creating job descriptions, according to Human Resources Executive (HRE) Online. HR professionals don't want to find a great candidate they think would be a top performer only to discover the person can't actually perform the job or work with the team. Having management involved in creating the job description is essential.
Begin from Scratch When Drafting Job Descriptions
An article in TLNT suggested HR professionals and managers start afresh when they formulate job descriptions. While old descriptions are helpful, they don't always necessarily showcase the job as it is today. HR professionals should do away with old job descriptions that may have been applicable a few years ago, but don't depict the true nature of the job in the present. TLNT recommended starting the process of developing the new job description by making a checklist of what is essential. From education to technical abilities to soft skills, HR professionals need to develop a list of the most important attributes of the job.
Recruiting top talent relies on HR professionals attracting the right workers in the first place. This is best done through the job description, and HR professionals shouldn't forget to work with managers and draft new descriptions every time.