How to make job descriptions: 11 tips

A type of document used in companies and in the field of Human Resources.

When looking for a job, it is very important to prepare a good resume, since it is the first impression we offer to the employer.

But it is not only job seekers who need to prepare well the first thing that people looking for a job will see about them. Organizations themselves must ensure that they give a good impression of the job they are offering.

Job descriptions are a crucial document for companies, since they allow them to make themselves known and make it easier for them to find the right candidate.

In this article we explain what these descriptions look like, as well as explaining several aspects that should be included in this type of document and some common mistakes that employers make when offering a job.

What are job descriptions?

Job descriptions, also called job descriptions, are documents that describe the characteristics of a job. documents in which the characteristics of a job are described, indicating the relevant aspects of the job.They indicate the relevant aspects as objectively as possible.

It is not about describing the role being performed by an employee already hired for this job, or describing what the ideal worker should be like. This type of description consists of indicating the relationship of the tasks to the job in an exhaustive manner, the functions and responsibilities to be performed, and the duties and responsibilities to be carried out.The job description describes the functions and responsibilities to be performed by the employee and what services or goods he or she will provide.

Your duties

A good job description fulfills three functions:

It defines the job

It provides an overview of the job and serves as a guide for future workers.

Organizational structure

Details how the company is organized.

Attracts talent

Allows you to find candidates who offer something new to the organization.

Elements of these descriptions

For the job description to be complete and attractive to prospective candidates, it needs to have the following elements well defined.

Job title

It should be clear and appealing, and should be clear and appealing, and serve to get a first idea of what the employee's role will be in the company. in the company.

2. Objectives of the position

It must be clear what the employee's functions will be. Their job role and the description of the objectives to be achieved with their hiring.

3. Description of tasks

The activities to be performed by the worker must be clear, and indicate how often they will be performed. It is also important to indicate how long they will take.

4. Relations with other departments

In the case of work involving several departments, it is important that these relationships be that these relationships are clearly stated..

It is also important to indicate whether interdepartmental contact takes place very frequently or, on the contrary, in rare situations.

5. Organizational chart and hierarchy

Related to the previous point, it should be indicated what the employee's position will be. What will be the employee's position in the company?.

It must be clear how many people will be above and below him/her in terms of the tasks he/she will perform, and under whose orders he/she will report.

6. Travel

Depending on where the office is located or if the job requires business travel, whether the person will be required to travel frequently, or whether he/she will have to travel or if, on the contrary, it is more economical to move to a residence paid by the company.

7. Documentation

It should be detailed what documentation must be submitted to apply for the job, in addition to explaining the documents that are frequently handled within the organization and if a manager is required..

8. Workplace

Describe the work environment, under what conditions you work, facilities for people with disabilities, etc.

9. Hazards and risks

There are certain jobs in which there are some risks, such as in the medical field (e.g., contagion), construction (e.g., occupational accident) or in security (e.g., assault). It should be clear what they are, and how the organization usually deals with them..

10. Time requirements

Working hours are one of the aspects that many job seekers look at first. It should be clear how many hours per day and per week are to be spent.The working day starts and ends at what time the working day starts and ends.

It should also be indicated which days are worked, whether only on working days or whether there are also weekends and holidays. In addition, it should be clear whether there are vacation days compatible with the main holidays.

11. Requirements and training

Nowadays it is common to offer the new employee training at the start of employment.. In addition to this, the job description should make it clear what knowledge is required for the job and whether the first few weeks on the job will be provided.

It is also important to relate this job to other similar jobs, where the same type of training is required, in order to attract people who have experience in those jobs.

Mistakes to avoid

Job descriptions should be designed to avoid these mistakes.

1. Using internal terminology

It is advisable to avoid using words that are too technical or too specific to the organization.. There may be words used daily by members of the company that, outside the company, have no meaning or are difficult to understand.

Clear terminology should be used, without ambiguous meanings. When requesting the requirements for the job, the terms widely used in the business world should be used and, thus, it should be made clear what is being asked of the person interested in the job.

2. Do not involve the entire organization

When drawing up a job description, other departments involved should be involved, other departments involved and Human Resources should be consulted..

In this way you can better specify the function that the future candidate would perform, in addition to developing a much more accurate and realistic description.

3. Being unrealistic

In job descriptions, a common mistake is to describe the ideal employee instead of describing in a clear and well detailed way what the job offered is...

There is no such thing as perfection. Be realistic and explain what is needed to perform the role, not a wish list.

4. Not updating the description

The job description is a flexible tool and must be adapted to the new needs of the company, as well as to the evolution of the labor market.and the evolution of the labor market.

For this reason it is necessary to periodically review and update this description, to ensure that it reflects the changes in the requirements requested by the company.

5. Using discriminatory language

In everyday language, the use of certain words and expressions may be accepted colloquially, but in an employment context they may be interpreted as politically incorrect and discriminatory.

Bibliographical references:

• Etkin, J. (2000). Política, Gobierno y gerencia de las organizaciones, Buenos Aires, Editorial Prentice Hall. (Chapter 3: The factors of complexity).
• Schlemenson, A. (2002). La estrategia del talento, Buenos Aires, Editorial Paidós. (Chapter 4: The meaning of work).