Attracting the Right Candidates

A job description is a written summary of the responsibilities related to a specific job and the skills and knowledge necessary for discharging those responsibilities effectively. The job description becomes a handy resource for human resource professionals and departmental heads when recruiting new people to fill in vacancies as well as for the purpose of evaluating performance. The job description is also an important component of the job specification, a document that includes task requirements as well as a profile of the ideal person for the job (Cascio 2003, p. 160).

Job specifications “identify the eligibility requirements or qualifications needed to perform a job” (Baack, et al., 2014, Ch. 4.4). In other words, job specification is a sort of sketch of an ideal candidate. Job specification highlights required levels of education, experience, physical and technical abilities, as well as desired social skills. Job specification is used to screen job application of candidates, and job description will be of help during interviews. Candidates should be educated about the job description, it is also

2) Do we need to make changes in the job description, which was used earlier for the job?

Without a job description how would you apply for a job, both you and your employer need to know

Job descriptions are a vital part of recruiting and managing employees. These written summaries of jobs ensure that applicants and current employees have clear understanding of their roles and what is expected of them in order to be held accountable. Despite the various job descriptions and posts for new hire, it is imperative that job descriptions be thoroughly written because it will help employees understand the major areas of their job or position and also help attract the right candidates for the job. In this essay, I will be writing on the components of job description with emphasis on the role of Operations Manager with careful analysis of the important facts about the job with respect to the tasks, tools and technology, knowledge,

Our employer identifies what we are to do in our job description but sets out how it is done in the policies and procedures that you are given before starting work. Most companies have these policies in place:

Once Job Analysis is complete, the next step is to define the responsibilities of the candidate to meet the needs of the position. Job description is basically a list of the tasks required of the employee holding the particular position defined in the job analysis. A Complete job description will include level of responsibility and the expected outcome. Once these attributes are defined and documented, finding the ideal candidate will become easier and more precise.

Job specification is a statement of employee characteristics and qualifications required for satisfactory performance of defined duties and tasks including a specific job or function. Job specification is derived from job analysis. Job specifications that employee needs are the knowledge, skills, and abilities an individual need to perform a job satisfactorily. This is including education, experience, work skill requirements, personal abilities, and mental and physical requirements.

Actually, I found these three job descriptions quite clear and useful to define the jobs titles because information included is comprehensive, so they give me a general summary of the job itself.

It’s a statement that states the responsibilities and activities that one must perform under a specific position. It’s important to be detailed as hired candidates may not possess certain abilities needed which in return would result in increased expenditure on training and development, therefore it is important to have a good job description ready for the selection process (Chron, 2015). Tesco believes that it gives both the candidate and current employees all the necessary knowledge about the position so that they know what is expected of them. Tesco also uses the job description along with the person specification which provides the basic information used to create advertisements and promotion (Tesco Case Study,

Job description entails the outlining of the skills, and the necessary qualifications and competencies required for a working opportunity. A recommended job description should include some aspects, including a list of technicalities required and hierarchical levels in the organization. It should be able to be used in signing the service contact (Slezak 2012).

This shows the candidate what title they will be under if they are Lucky enough to get the job. Titles are

This job description meets our needs but could do with some minor changes. If I had the responsibility of updating it I would:

It is important to identify the skills needed for new roles. This can be done by creating a job description for the role in questions. Furthermore, an organisation can identify, through the job description, whether the skills already exist within the organisation or if it is necessary for external recruitment.

It starts with the defining the job with a focus on job specifications (competencies) compatible with strategic goals and executing these goals. In the last lesson also we went on the importance of descriptions so it is essential to structure what kind of job requirements needed according to specifications.