1. Home
  2. /
  3. Blog
  4. /
  5. Business
  6. /
  7. Job Descriptions are Dead

In the past, job descriptions were used to list the specific duties and requirements of a particular role. However, times have changed, and job descriptions are outdated and unnecessary.

There are several reasons why job descriptions are no longer relevant. Firstly, they can be very long and detailed, making them difficult to read and understand. Secondly, they often fail to consider the changing nature of work and the skills required for today’s jobs. Finally, they can be inflexible and not allow employee input or creativity.

Job descriptions are no longer fit for purpose in the modern workplace. If you’re looking to create a more agile and adaptable workforce, it’s time to ditch the job descriptions and embrace a more flexible way of working.

Has the Job Description Become Obsolete?

The job description has been a staple of the workplace for decades. But in recent years, there have been calls to do away with them.

Proponents of this view argue that job descriptions are too inflexible and don’t consider the changing nature of work. They also contend that job descriptions can be used to discriminate against certain groups of people.

Opponents of this view argue that job descriptions are still necessary to ensure that employees are clear about their roles and responsibilities. They also say holding employees accountable for their performance would be more difficult without job descriptions.

So, what’s the verdict? Are job descriptions obsolete?

There is no easy answer to this question, depending on your particular situation and needs. If you feel that your job descriptions are no longer serving their purpose, it may be time to reconsider them. However, if you still find them helpful, then there is no need to eliminate them.

How to Write Job Descriptions?

There is no one right way to write a job description. However, some elements should be included in every job description. At a minimum, a job description should include the following information:

1. Job Title

2. Essential Functions of the Position

3. Qualifications

4. Compensation and Benefits

5. Reporting Structure

6. Location

7. Hours of Work

8. Employment Type (Full-time, Part-time, etc.)

9. Travel Requirements

10. Application Instructions

The order in which this information appears will vary depending on the company and the position, but all of these elements should be included in every job description.

Some companies include additional information in their job descriptions, such as company culture, values, and mission statement. This is not required, but it can help attract suitable candidates.

When writing job descriptions, remember that the goal is to attract qualified candidates who will be a good fit for the position and the company. Use clear and concise language, and avoid jargon or abbreviations that everyone might not understand.

Finally, remember to proofread your job description before posting it! Typos and errors can give candidates the impression that you are careless or disorganised, neither of which are qualities you want to convey.

Following these tips, you can write an adequate job description to help you find suitable candidates for your open positions.

What Are Job Descriptions?

A job description is a document that outlines the main tasks, responsibilities, and qualifications required for a role. They are often used in job postings to attract candidates with the right skills and experience.

Job descriptions can be helpful for both employers and employees. For employers, they can be used to determine what duties need to be performed in a role and what qualifications and experience are required. For employees, job descriptions can give them a better understanding of their roles and expectations.

When writing a job description, it is vital to be clear and concise. The document should outline all the essential duties and responsibilities of the role and any necessary qualifications or experience. It is also vital to ensure that the job description is up-to-date and accurate, as this will help to attract suitable candidates for the role.

Several resources can assist you if you are an employer and need help writing a job description.

Job descriptions can be found in many places, including online job boards, company websites, and human resources databases. Several template job descriptions are also available online, and these templates can be customised to fit your organisation’s specific needs.

If you are an employee looking for a new role, review the job descriptions of positions that interest you. This can give you a better understanding of the qualifications and experience required for the role, and it can also help you to identify any red flags that may indicate that the part is not a good fit for you.

When reviewing job descriptions, pay close attention to the language used. The tone of the job description should be professional and upbeat. Avoid using jargon or technical terms that may be confusing to candidates. Instead, use clear and concise language that will be easy for candidates to understand.

If you have any questions about a job description, ask the person who wrote it, and they should be able to provide you with clarification or additional information. If you still have questions after speaking with the writer, contact the company’s human resources department, and they can guide you on how to interpret the job description.

Job descriptions are essential tools that employers and employees can use. When writing or reviewing a job description, it is necessary to use clear and concise language. Job descriptions should also be up-to-date and accurate. If you have questions about a job description, ask the person who wrote it or contact the company’s human resources department.

1. Job Title

The job title is one of the essential elements of a job description, and it is the first thing potential candidates will see, and it can determine whether or not they even bother to read the rest of the report.

A good job title should be accurate, descriptive, and inviting, and it should give candidates a clear idea of what the job entails and make them want to learn more.

Some tips for writing good job titles:

– Use keywords that candidates are likely to search for.

– Be specific. Generic titles like “Administrative Assistant” are not helpful.

– Avoid abbreviations and acronyms.

– Make sure the job title accurately reflects the duties and responsibilities of the position.

– Use action words to make the job sound more exciting.

– Consider using a creative or catchy job title to attract attention.

Remember, the job title is your first chance to make a good impression on potential candidates. Make sure it’s up to the task.

2. Job Summary

A job summary is a brief, one or two-sentence description of the position. It should include the job’s most important duties and responsibilities and the qualifications required for the work. The job summary should be included in every job description.

3. Roles and Responsibilities

It is essential to delineate roles and responsibilities when writing job descriptions, and this ensures everyone understands what is expected of them and helps avoid confusion or conflict. Additionally, well-defined roles and responsibilities can help improve workplace efficiency and productivity.

Some tips for creating clear roles and responsibilities within job descriptions include:

– Make a list of all the tasks that need to be performed in the job, and then match them to specific individuals or groups.

– Be as specific as possible when assigning tasks so there is no ambiguity about who is responsible for what.

– Use language that is easy to understand so that everyone knows precisely what is expected of them.

– Review the roles and responsibilities periodically to ensure they are still accurate and up-to-date.

By taking the time to define roles and responsibilities when writing job descriptions clearly, you can help to create a more efficient and productive workplace.

4. Qualifications and Skills

When writing job descriptions, it is essential to identify Qualifications and Skills. This allows you to target suitable candidates for the job and ensures they have the necessary skills and qualifications to do the job well.

Qualifications and skills are not always easy to identify. However, some tips can help you.

First, consider what the job entails. What knowledge, skills, and abilities will the successful candidate need? For example, if you are looking for a web developer, you will want someone with solid coding skills.

Next, look at the job requirements. What qualifications or experience does the company require? This information can help you zero in on the skills and capabilities that are most important for the role.

Finally, don’t forget to consider soft skills. These personal qualities, such as teamwork or communication, can’t be easily taught. While they may not be required for the job, they can still help identify suitable candidates.

Keep these tips in mind when writing job descriptions, and you will be sure to identify the Qualifications and Skills that are most important for the role. This will help you find the best candidates for the job and ensure they have the necessary skills and qualifications to do the job well.

5. Salary and Benefits

When writing job descriptions, it is essential to include salary and benefits information, which will help attract qualified candidates and ensure they are fairly compensated.

Including salary information in job descriptions can be tricky, however. You want to be competitive but don’t want to low-ball yourself. A good rule of thumb is to research salaries for similar positions in your area and offer a competitive range.

Benefits are another important consideration when writing job descriptions. Many companies offer benefits packages that include health insurance, retirement savings plans, remote working and other perks. These benefits can be a crucial selling point when recruiting top talent. Include any relevant benefits in your job descriptions.

By including accurate and up-to-date information on salary and benefits, you’ll be able to attract the best candidates for your open positions. This will help ensure that your company can thrive and grow.

6. Job Description Examples

Here is an example of a successful description:

1. About The Company

Peter Boolkah (also known as The Transition Guy) is the World’s #1 Business Transition Coach. He works with talented business owners who are in the process of creating exciting, high-growth businesses. With his help, the crucial growth pains that all growing businesses experience become painless and even exciting!

The company consists of Marketing, Operations, PR, and SEO, with remote team members seamlessly working towards the common goal. The company culture is supportive and encouraging on both personal and professional levels, always welcoming new & creative ideas.

2. About The Role

At the moment, Peter Boolkah is looking for a full-time SEO Specialist to join his forward-thinking team. Within this role, you will play a key part in the team as you will build on the company’s success by improving its rankings and SEO.

More specifically, within this role, you will:

  • Execute and improve the SEO strategy
  • Manage on-page and off-page SEO
  • Manage backlinks
  • Update and optimise the Google My Business Page
  • Conduct keyword research
  • Ensure the website is working optimally from an SEO perspective
  • Spot technical SEO issues and interpret HTML
  • Collaborate with the Head of Marketing and the wider team including Operations, PR and SEO teams

As you join the company, some support will be provided where necessary and you will have an opportunity to learn more about the business model and the current systems. You will also hit the ground running by optimising copy on the website, conducting keyword research, working alongside PR to build a backlink strategy, and updating Google My Business and local & international SEO. Tasks will be assigned to you through Align, email and Zoom meetings, and you will also use Outlook and GSuite, as well as standard SEO tools, as a part of the role.

3. About You

To excel in this role, you need to have:

  • 3+ years of solid experience with SEO, including on-page, off-page and technical SEO
  • Experience using Google products, such as Google Ads, Google Analytics, search console, and tag manager
  • Excellent work-ethic and dedicated, forward-thinking attitude
  • Proven track record of success with executing SEO strategies and improving processes
  • Ability to deliver expected results
  • Commitment to achieving results

4. Benefits

What’s in it for you?

  • Monthly salary of $2000*
  • Full-time (~ 35 hours per week) and fully remote position
  • Work with a forward-thinking company and a great team
  • Flexible working hours with a minimum of 3-hour overlap with GMT +/- 3 business hours
  • Paid holiday entitlement
  • Huge scope for growth as the business grows
  • Scope for salary growth based on performance and contributions to the company

5. What’s it like to work here

“This is a very supportive and empowering team to work with.”

“It is a very inclusive company. Everyone is friendly and approachable and will always help in whatever way they can.”

“Professional, goal-driven, systemised, marketing orientated, good work ethic, appreciate the values, low staff churn and cutting edge in terms of business coaching.”

6. How to Apply

This position will be closed as soon as we find the perfect match. So, make sure to read the description carefully and take your time to submit a high-quality application that stands out.

If you apply, JobRack will respond promptly and keep you updated throughout the process.

As part of the hiring process, please then expect the process to include:

1 – Filling in the application form once you click “Apply”

2 – Being invited to record a short video to introduce yourself

3 – Completing test tasks, if short-listed

4 – Attending video interviews where you will have the opportunity to talk more about your previous experience and the new role

Applications are only accepted through JobRack. Peter Boolkah has specifically requested that you do not contact them directly. If you have any questions please contact us using support@jobrack.eu

We look forward to your applications.

Why Are Job Descriptions Important?

Job descriptions are essential for several reasons. First, they help to ensure that everyone understands the expectations of the role. Second, they can be used as a tool for performance management, setting objectives and measuring progress. Third, they can help with recruitment by providing potential candidates with a clear understanding of the job. Finally, job descriptions can help prevent disputes and misunderstandings by clearly stating what is expected from the role.

Who Creates Job Descriptions?

Who Creates Job Descriptions in an organisation?

The human resources department is typically responsible for creating and distributing job descriptions within an organisation. However, managers and supervisors also ensure that job descriptions accurately reflect the duties and responsibilities of their team members.

Job descriptions are essential for managing employee performance, as they clearly outline what is expected from each role. They can also help identify training and development needs and assess applicants for new positions.

When writing or updating job descriptions, it is essential to consult with relevant stakeholders (e.g. employees, managers, customers) to ensure that the tasks and responsibilities are accurate and up-to-date. Job descriptions should also be reviewed regularly to ensure they remain relevant.

Are Job Descriptions Required?

In many instances, job descriptions are required. Job descriptions help employees understand their roles and responsibilities within an organisation. Additionally, job descriptions can help prevent employee confusion or disputes by clearly outlining expectations. Finally, job descriptions can be used as a tool for performance management, providing a way to measure an employee’s progress and areas for improvement.

How to Write Good Job Descriptions?

To write a good job description, you need to think about what information potential candidates will need to decide whether or not to apply for the position. The following tips will help you create a practical and appealing job description:

1. Start with a brief overview of the company. Include basic information such as the company’s size, industry, location, and relevant history. This will give candidates some context for the position and help them understand your company’s unique culture.

2. Be clear about the essential functions of the role. What tasks will the successful candidate be expected to perform daily? Be as specific as possible so there is no confusion about what the job entails.

3. Outline the required qualifications. What skills and experience will the ideal candidate possess? List specific requirements such as education, certifications, or language skills.

4. Highlight the key attributes you are looking for. What kind of person will be a good fit for your company? In addition to skills and experience, consider mentioning personal qualities such as a positive attitude, strong work ethic, or ability to work well under pressure.

5. Describe the compensation and benefits package. Candidates will want to know what they can expect regarding salary and perks, so include this information in your job description.

6. Use persuasive language to sell the position. Why should candidates want to work for your company? Use your job description to highlight the unique selling points of the role and the company.

7. Make it easy to apply. Include a link to your online application form or instructions on using it by email or post.

By following these tips, you can write a practical and appealing job description that will help you attract the best candidates for your open position.

Conclusion

Whilst Job outcomes are becoming a more common way to define roles within organisations; job descriptions are by no means obsolete.  You must decide which approach best suits your organisation and follow that path.  This blog should have enough information to help you with that decision.  If you are still on the fence, get in touch, and let’s- see how we can help.

So if you’re interested in building an outcome-based business as opposed to the outdated job description approach, get in touch.

F.A.Q.s

What should job descriptions include?

Most job descriptions should include the following elements:

1. Job title

2. Job summary or overview

3. Key responsibilities

4. Required skills and qualifications

5. Preferred skills and qualifications

6. Salary or wage range

7. Benefits

8. Application instructions (such as how to apply, where to use it, and when to apply)

Some job descriptions may also include:

9. Company information (such as the size of the company, type of company, history of the company)

10. Department or division information

11. Position location

12. Reporting structure

13. Travel requirements

14. Work schedule or hours

15. Employee type (such as full-time, part-time, contract, temporary)

16. Overtime availability

17. Company culture

18. Incentives and bonuses

19. Training opportunities

20. Development opportunities

21. Promotion opportunities

22. Relocation assistance

23. Childcare assistance

24. Transportation assistance

25. Employee discount programs

When writing a job description, keep in mind the following tips:

1. Use specific and concise language

2. Avoid jargon

3. Focus on the most important information first

4. Edit and proofread your job description carefully

5. Use a consistent format throughout the job description

6. Make sure the job title is accurate and reflective of the position’s responsibilities

7. If you include salary information, be sure to use a range rather than a specific amount

8. Keep the tone professional yet friendly

9. Avoid making promises that you may not be able to keep

10. If you include company information, be sure it is up-to-date and accurate

What is a basic job description?

A job description is a document that contains a detailed description of the tasks, responsibilities, and duties associated with a particular job. It also includes the required qualifications, skills, and experience. Job descriptions are used in the hiring process to help employers identify candidates who are qualified for the open position. They can also help employees better understand their roles and responsibilities within the company.

How do you layout a job description?

There is no set way to lay out a job description. However, some key elements should be included in every job description:

– The job title and a summary of what the role entails

– Key responsibilities and duties

– Essential skills and qualifications

– Preferred skills and qualifications

– Salary and benefits information

– How to apply for the role

Including all of these elements in your job description will give candidates a clear understanding of what the role entails and what is expected of them. This will help you attract the best candidates for the job.

Are job descriptions still relevant?

Most businesses still rely on job descriptions, although their relevance has come under fire in recent years. Job descriptions can help organise tasks and responsibilities but can also be inflexible and lead to outdated positions.

There is no easy answer when it comes to whether or not job descriptions are still relevant. They can be helpful tools, but they must be aware of their potential drawbacks. Ultimately, it is up to each business to decide whether or not they want to use job descriptions and how they can best be used to fit their needs.

What should you avoid in job descriptions?

When writing job descriptions, avoid using language that could be interpreted as discriminatory. For example, avoid terms like “young,” “energetic,” or “recent college graduate.” These terms could dissuade older applicants from applying for the position. Instead, focus on describing the skills and experience necessary for the role.

In addition, avoid making any promises about advancement or salary increases. While you may be able to offer these things in certain situations, it’s best not to make any promises in a job description. This could create unrealistic expectations and lead to disappointment down the road.

Finally, avoid using jargon or acronyms in your job descriptions. Not everyone will be familiar with industry-specific terminology, so using it will only serve to confuse potential applicants. Keep your explanations clear and concise, using language that everyone can understand.

By following these tips, you can ensure that your job descriptions are clear, concise, and free of any language that could be interpreted as discriminatory. This will help you attract a broader range of qualified candidates, making it more likely that you’ll find the perfect fit for your open position.

How often do job descriptions change?

Most job descriptions don’t change very often. Sometimes they will be updated to reflect changes in the company’s needs or the employee’s responsibilities. Other times, they may be completely rewritten to fit the current job market better. However, for the most part, job descriptions tend to stay relatively stable over time.

This stability is essential for both employers and employees. Employers need to rely on job descriptions to accurately reflect the duties and requirements of a given position. Similarly, employees need clear and consistent job descriptions to know their roles’ expectations.

Of course, there are always exceptions to this rule. In some cases, jobs may frequently change due to the nature of the work. For example, employment in the tech industry is often very fluid and may require employees to adapt rapidly to new technologies. Similarly, jobs that are closely tied to current events may also change on a more frequent basis.

Overall, though, most job descriptions don’t change very often. This stability can be beneficial for both employers and employees, as it provides a clear understanding of the expectations and requirements of a given role.

 

“Remember, failing to learn is learning to fail.”

Follow me
Latest posts by Peter Boolkah (see all)

Copyright © 2022 Peter Boolkah Privacy Policy Terms & Conditions

Marketing by Unity Online