You hire new employees on a somewhat regular basis (or at least a few times per year), and each time you do so, you create new files and accounts for the employee for HR, IT, and a variety of departments and projects. So why not take a few minutes to update the job description that made that new relationship possible? In fact, why not update all of your job descriptions? This may seem like a non-urgent task, but in the long run, doing so can save you both time and money.
Here’s how to update your job descriptions:
You should have access to updated and accurate job descriptions during the hiring process.
You don’t need to hire for this role anymore. After all, you just brought a promising new star on board. But time flies by quickly, and it’s a good idea to be prepared for the day you’ll need to go through all of this again. It may not be tomorrow or even three years from now, but when it happens, save yourself a headache and simply access the file you’ve already created.
Clear away confusion and disputes before they happen.
Disagreements about an employee’s level of responsibility, the sphere of influence, or control over specific tasks all begin with a clear job description. Disputes may arise during performance evaluations (“I didn’t realize that customer service was essential to this role”) or salary negotiations (“You accomplished a lot, but we never asked you to do this”), or even accountability investigations when something goes wrong. Having a job description in writing can reduce the cost and drama associated with this process.
New employee onboarding will be easier for both parties.
Job descriptions let an employee know exactly who they’ll be reporting to and who they can turn to when they have questions or need resources to do their jobs correctly. Clear job descriptions can also allow both parties to set accurate expectations for success. Far too often, new employees clear every hiring hurdle and step in the door only to find out the job isn’t the one they thought they were applying
for. That kind of disappointment can be frustrating for them and expensive for you. If everyone knows exactly what to expect, employees are more likely to stay with the organization for a long time.
Update and take out the buzzwords and fluff.
When you’re pitching a position to potential star applicants, you’ll likely use exciting, attention-getting language that suits the culture and the time period. But all trendy language goes stale eventually. Modern job applicants look for different keywords now then applicants did ten years ago. As times change, talented candidates want and need different forms of compensation and flexibility. Stay in touch with these changes. For more on how to bring success to your hiring process, contact the experts at PSU.