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A job description typically consists of six major components: 1) essential job functions; 2) knowledge and critical skills; 3) physical demands; 4) environmental factors; 5) the roles of the ADA and other federal laws such as the Occupational Safety Health Act (OSH Act); and 6) any explanatory information that may be necessary to clarify job duties or responsibilities.
Specify how the position fits into the organization. Indicate who the job reports to and how the person will function within your organization, helping candidates see the bigger picture and understand how the role impacts the business.
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.
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.
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