In my last blog I talked about the components of effective job descriptions. Once you get them written, be sure you are using them effectively in all aspects of employee management – from hiring to termination. Here’s how.
Recruiting and hiring. Create your job posts with the essential elements of the job description. Make the posts detailed enough to attract the right applicants yet discourage applicants who are not qualified for the position. Use the job description to develop relevant interview questions and to provide candidates with information about the role.
New employee onboarding. New employees need to understand early on the specific requirements of their role, how they fit into the organization, and the skills and competencies that will help them succeed. Having these items clearly defined in the job description and sharing it with the new employee as part of their orientation will get them off to a good start.
Performance management. It’s easier – and more defensible – to review and rate an employee when the responsibilities and expectations are clearly defined in an effective job description. Faulting someone for not meeting an expectation they didn’t know about doesn’t hold weight.
Goal setting. Job descriptions should state how the position fits into the organization. This can be a useful tool when establishing employee goals that tie to the overall goals of the organization.
Employee development. Job descriptions should be dynamic documents. As the needs of the organization change, job requirements often change. Keeping job descriptions up to date can point up areas where employees have opportunities for development.
Compensation. Effective job descriptions are helpful in compensation research and in establishing a compensation program with minimum and maximum levels for each job.
Legal compliance. A detailed job description not only protects you when you terminate an employee for non-performance, it also ensures you comply with the Fair Labor Standards Act (FLSA), the Americans with Disabilities Act (ADA) and other legal requirements.