Whether to use job descriptions usually depends upon a number of factors, including employer preferences and resources. Employers should look at relevant rules and regulations, the size and type of organization and industry, hiring practices, and current employees.
Here’s a sample of job descriptions, ranked from good to bad. Looking through them alongside their scores makes it obvious why some are better than others, and is a good exercise to teach yourself to get better at writing them.
Writing job descriptions is deceptively difficult. It’s a vital part of scaling your business while maintaining consistency because it ensures you’ll end up with employees who are a better fit for your organization. My recommendation would be to structure the process. You can use our job description sample to assign the task to the HR department, or you can use the template to help you write your own.
Sometimes it can be overwhelming when trying to get a sense of the overall accommodation picture. A job description can be a constructive tool for exploring task-specific accommodation options. Often, it is beneficial to consider the specific tasks that comprise the job. This can help pinpoint what limitations are affecting an individuals job performance and what functions can be accommodated. Understanding an individual’s functional limitations provides helpful clues when searching for accommodation solutions.
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