Good Job Description Essay Example

Job description is a list of general tasks and function that a person or an organization uses for selecting a person for a particular position (Mader-Clark, 2013). It often includes specifications of the position-such as skills or qualifications need, salary range or educational background. They are usually narrative in nature. However, some job description comprises a simple list of competencies. Job description is typically developed by conducting job analysis. The analysis takes account areas of skills and knowledge needed for the work. It is usually often used when a new position needs to be filled. Some of the fields that are required in a job description include tasks, tools and technology, knowledge, and educational requirement.Task An excellent task statement in a job description covers these four fundamental areas. The first is what the person is supposed to perform. Which task will he or she be responsible for. The second area is to whom, what will he, or she performs the task for. The third fundamental area is what will the task he or she is doing produce. It describes the end products of the work. The last what tools will the person use or work with. The statements from the applicants should not be ambiguous.Tools and technology It is a field where it explains if a person can work with newer tools and technologies. A job description at times is filled with big words that may confuse an applicant. The job description should try to emphasize any new technologies that are new to the market and demand. A person will know if he or she has the skills or can learn how to use it. Skilled technologies usually consider a career that is marketable and favor position that they can learn a new trick.Knowledge It gives the applicant to explain if he or she has any knowledge about the job advertised. Some jobs are new in the market, and some individuals are not familiar with. This field gives them a chance to explain if they know it well.Skills and abilities Skills and abilities field in a job description explains the skills needed to complete the task. It describes the abilities that a person possesses or will learn in the task that is being advertised. It should be in details so that a person can know what he is supposed to do and if or she has the skills and abilities for the task.Educational requirements Educational requirement is where the job description explains which level of education is needed for a person to apply for the job. An individual is required to have the entire education requirement posted in the job description. Any other certificate that a person possess is explained here.Ways of recruiting an employee A number of ways are present for hiring people to an organization. Applications forms and CVs is one method employed. Potential candidates submit their application forms and CVs in order to be considered for the job. Another method is online screening and short listing. A system is filled with candidate’s qualifications and experience against the job requirements (Edenborough, 2007). The system will filter the candidates that cannot meet these demands.Assessment methods used when recruiting qualified candidates After the candidates have been chosen, they are taken through rigorous activities to ascertain their qualifications and experiences. One of the methods employed in the assessment is interviews. A list of questions is drawn along the key requirements needed for the job (Arthur, 2012). A panel of interviewers sits in front of the interviewer and asks questions one by one until they are satisfied with the outcome. Another method is a presentation. This type of assessment is usually used for a senior post. The candidate is given a topic and a timeframe to deliver a presentation on that subject. It is usually given after the interview with some set time Job description is a good method for advertising jobs. It makes easier the work of the people responsible for recruiting employees. Applicants who are ineligible and who would have applied are discouraged by the description, and these reduce a lot of work in going all through the many applicants letters.

References

Arthur, D. (2012). Recruiting, interviewing, selecting & orienting new employees. New York: American Management Association.
Edenborough, R. (2007). Assessment methods in recruitment, selection & performance: A manager's guide to psychometric testing, interviews and assessment centres. London: Kogan Page Ltd.
Mader-Clark, M. (2013). The job description handbook. Berkeley, CA: Nolo