When looking for a job it is very important to write a good CV because it is the first impression we give to the employer.
But it’s not just job seekers who have to prepare well the first thing they see from them. Organizations themselves need to make sure they portray the work they offer.
Job descriptions it is a crucial document for companies because it allows them to make themselves known and makes it easier for them to find the right candidate.
In this article, we explain how these descriptions are, in addition to explaining various aspects that should be included in this type of document and some common mistakes employers make when offering a job.
What are job descriptions?
Job descriptions, also called “job descriptions”, are documents describing the characteristics of an occupation, By indicating the relevant aspects in the most objective way possible.
This is not to describe the role that an employee already hired for this role plays, nor to describe what the ideal worker should look like. This type of description consists of indicate the relationship of tasks to the workplace in a comprehensive manner, The duties and responsibilities of the worker and the services or goods he will offer.
A good job description serves three functions:
Define the job
It provides an overview of the work and serves as a guide for future workers.
Structure the organization
details company organization.
It allows you to find candidates who offer something new to the organization.
Elements of these descriptions
In order for the job description to be complete and appealing to future applicants, you should have the following well defined.
1. Job title
It should be clear and attractive, and which is used to have a first idea of the role that the employee will play in the society.
2. Site objectives
It should be clear what will be the worker’s duties. Their professional role and the description of the objectives to be achieved with their hiring.
3. Description of tasks
The activities that the worker will perform should be clear and indicate the frequency with which they are performed. It is also important to indicate how long it will take you.
4. Relations with other departments
If it is a job in which several departments are involved, it is important that these relationships are clearly embodied.
It is also necessary to indicate whether interministerial contact is established very frequently or, on the contrary, whether these are infrequent situations.
5. Organization chart and hierarchy
In relation to the previous point, it is necessary to indicate what will be the employee’s position in the company.
It should be clear how many people will be above and below him in terms of the tasks he will perform and under whose orders he is.
Depending on where the office is located or if you need to travel on business, it must be indicated if the person will have to travel frequently or if, on the contrary, it makes more sense for him to move to a residence paid for by the company.
It should be clarified what documents must be submitted to apply for the job, in addition to explaining the documents that are frequently processed within the organization and if a manager is required.
8. Place of work
It is necessary to describe the working environment, in which conditions one works, the facilities for people with a certain type of disability …
9. Danger and risks
Some jobs involve risks, such as in medicine (eg, Contagion), construction (eg, Work-related injury) or security (eg, Aggression). It should be clear what they are and how the organization usually treats them.
10. Time required
One aspect that many job seekers pay attention to first is working hours. It should be clear how many hours are spent per day and per week, What time does the working day start and what time does it end.
It should also indicate the days you work, if only weekdays or there are also weekends and holidays. In addition, it should be clear whether there are holidays compatible with the main holidays.
11. Requirements and training
Nowadays, when starting work, it is common for the new worker to be offered training. In addition to this, the job description should clearly state what knowledge is required for the job and whether the first few weeks will be provided on the job.
It is also important to link this job with similar jobs, in which the same type of training is required, in order to be able to attract people who have experience in these jobs.
Mistakes to avoid
Site descriptions should be designed to avoid these errors.
1. Use internal terminology
it is recommended avoid using words that are too technical or too specific to the organization. There may be words used on a daily basis by members of the business that, outside of the business, either make no sense or are difficult to understand.
Clear terminology should be used, without ambiguous meaning. When applying for job requirements, terms widely used in the business world should be used and thus make it clear that this is what the job seeker is asking for.
2. Not involving the whole organization
When developing a job description, it is necessary to resort to other departments already involved Human Resources.
In this way, the role that the future candidate would play can be better specified, in addition to developing a much more precise and realistic description.
3. Be unrealistic
In job descriptions, a common mistake is to describe the ideal employee instead of clearly describing in detail what the position is.
Perfection does not exist. You need to be realistic and explain what it takes to play the role, not make a wish list.
4. Do not update the description
Job description it is a flexible tool and must be adapted to the new needs that exist in the company, In addition to the evolution of the labor market.
For this reason, it is necessary to periodically review and update this description, to ensure that it reflects the changes in the requirements requested by the company.
5. Use discriminatory language
In everyday language, the use of certain words and phrases may be colloquially accepted, but in a work context, they may be interpreted as politically incorrect and discriminatory.
- Etkin, J. (2000). Politics, government and management of organizations, Buenos Aires, editorial Prentice Hall. (Chapter 3: Factors of complexity).
- Schlemenson, A. (2002). Talent Strategy, Bs. As., Editorial Paidós. (Chapter 4 The meaning of work).