Many hiring managers will tell you they don’t have time to write job descriptions. With so many HR responsibilities on their plate and so little time, job descriptions often end up being a back burner issue.
Job descriptions are necessary for a number of reasons –
• They are critical to the success of your business
The performance of your employees has a tremendous impact on the success of your organization. If you don’t have a well-defined understanding and description of each employee’s role within your organization, how can they? Okay, so they didn’t perform to your expectations, you can always replace them, right? Right – after you patch up the issues caused by your unsuccessful employee (dissatisfied customers, poor company morale, and much more).
• Consider the prospective employee’s viewpoint
Employees need to know what the job entails and what is expected of them. When a job description isn’t available, what message are you sending to prospective talent? Most likely the message is: “I can’t invest the time to determine the role and requirements of your position (and chances are, I won’t be have the time to invest in you once you’re hired)”.
Smart hiring managers review the job description and take time to answer an employee’s questions on their first day. Finish with having the employee and the hiring manager sign it to acknowledge the description and an understanding of their roles. This demonstrates the company’s desire to provide the employee with the information they need for a successful relationship with the firm. It also serves to acknowledge the employee’s understanding of performance expectations and can thereby alleviate claims of wrongful termination if an employee does not meet the standards of the job.
Granted, job descriptions do take time to write. Once developed, however, revising and updating them can be painless. The other option is costly.