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Additionally, job descriptions are handy for both employees and managers: after hiring, both can refer back to the responsibilities and other information to gauge how well they’re doing their job and whether they’re matching expectations.
There are several steps to completing a job description. These steps include completing a job analysis, recording the basic purpose and functions of the job, and detailing necessary qualifications.
Typically, organizations use their human resources or personnel department to create job description templates. In some cases however, a departmental group, a manager, or another individual (usually the direct supervisor of a position) might be responsible for creating one. In any case, make sure the creator of the template is familiar with the company’s or organization’s needs.
The purpose of a job description is to persuade, as well as to qualify and disqualify candidates before you spend time interviewing them. If you’re looking for someone with a degree in economics, then putting that on the job requirements list will disqualify the candidates without the necessary qualification. On the other hand, the right copy and tone can help you stand out to incredibly desirable candidates.
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