The Job Description in a Hiring Process

When an organization decides to fill in a vacancy, whether for a new or an existing position, the first and most critical document that will be used in the recruitment process is the Job Description (JD).  This will be used either by the Human Resource Department or an outsourced recruitment agency to post the job opening, analyze resumes from applicants, and interview candidates who have passed the resume analysis.

Although there are many formats that one may choose to write a good Job Description, the following pointers are recommended to make it clear to the recruiter:

1. Important information about the position:

·         Title of the position

·         Department

·         Reports to (to whom this position directly reports to)

·         Consults with (those who the person works with on a regular basis)

·         Objective and/or over-all responsibility

·         Duties and responsibilities

·         Knowledge, skills and abilities

·         Qualifications (credentials and experience required)

·         Terms of employment

·         Compensation package (in some companies the salary grade level is mentioned)

2. Make sure that the JD reflects the priorities among the various duties and responsibilities.  It should not appear simply as a laundry list of expectations.
3. Knowledge, skills and abilities should indicate the requirements for an employee to perform the duties and responsibilities well.  This feedback should be given by the person to whom this employee will report to.
4. Use specific language when describing knowledge, skills and abilities (example: Proficient with Microsoft Word, Excel and QuickBooks, instead of stating Computer literate).
5. Credentials (such as degrees and licenses) are absolute necessities in some jobs and should have a direct bearing on the candidate’s ability to perform well on the job.
6. Update the JD by asking the people to whom this position will report to if there is need for changes or improvements that will reflect any new requirements or expectations of the job.  It should reflect what the job needs to be in light of the organization’s current needs and long-term objectives.

 

For more information on this subject, contact EDI-Staffbuilders International at sales@edistaffbuilders.com.

EDI-Staffbuilders International is the Philippine leader in providing overseas manpower solutions.  We have the capability to recruit all levels of positions from the Philippines and other places in the Far East like Indonesia, Malaysia, Sri Lanka, Singapore, Vietnam and even from India.  EDI is part of the John Clements Group, the leading Human Resource consulting firm in the Philippines.