When Was the Last Time You Updated Your Job Descriptions?

When Was the Last Time You Updated Your Job Descriptions?

A well-written job description can help gain the interest of qualified candidates for your open position. But are your company’s job descriptions up-to-date? 

It might not seem like a big thing, but it is: If a candidate is interested in a job that doesn’t match what the posting promises, that could lead to problems and frustration soon after they start a new job, which could mean starting to look for a new candidate all over again. 

Here are a few things to keep in mind if you haven’t updated or reviewed your company’s job descriptions recently. 

1. Truth in advertising.

Jobs change over time, whether due to technology or team priorities, or myriad other factors. If your company needs a new administrative assistant, for example, odds are the job requirements have changed in the past few years. Take a look at what the position requires and compare it with what the current admin does daily. A candidate who sees the ad as written and comes in expecting to answer phones check mail, and set meetings will be surprised and frustrated if they find out that there are far more expectations than those tasks after taking the position or learning during the interview. 

2. Establish expectations — for the new hire and the company.

Workers who feel like they’ve walked into a bait-and-switch situation, in which the description doesn’t match the daily reality, won’t stay in that position long. Updating your job descriptions can help the company re-evaluate what each position can and should do regularly, which helps establish your expectations of the position and can attract qualified candidates who can meet those goals. 

3. Re-evaluate compensation.

While it’s also important to understand the market rate for payment and benefits for each position, it’s also good for the company to understand and consider what’s a fair salary for each job. If there are more demands and expectations placed on a person in a certain position, consider whether the pay level is too low for the level of responsibility. This can help attract better candidates if they feel the pay is commensurate with their experience and their obligations in the job. On the other hand, if a position has been reworked to the point where someone doesn’t need all the previous work experience that it once did or one job has been broken up across several, maybe the pay rate can be reduced. 

4. Better training and onboarding opportunities.

When you start working with a new hire, you have a chance to start fresh and level-set what you want the job to be. With a more up-to-date job description, you can gear training, onboarding, and orientation to meet your current specific vision of the job and responsibilities. This establishes from the start what the person’s job will be, and everyone starts off on the right (and same) foot. 

5. The description might be out-of-date.

Simply put, it pays to check your language because times have changed. Have someone read your job description with a mind to whether it includes any exclusionary language that might deter qualified applicants with special mobility or accessibility needs. Any kind of exclusionary language could also land your company in trouble for violating Equal Opportunity Employment regulations — a quick review and edit can help avoid that problem. 

If it’s been a while since your company’s job descriptions have been reviewed — regardless of whether you have positions open — it’s time to take a look. You might unwittingly be shortchanging your future hires and your company with outdated details. 

Find Qualified Candidates

If you’re looking to hire new employees and want to make sure you’re correctly marketing the job, contact LeadingEdge Personnel. Not only can we offer more advice on how to write excellent job descriptions, but we can also help you find qualified candidates with the exact skills you’re looking for. Contact LeadingEdge today, and let’s get started!

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