The Job Description (JD) – a simple 1-page document – is the anchor between your new employee’s success and your business success. An effective job description accurately reflects the expected responsibilities, authorities, actions, and tasks of the role in that it:
Defines the information in your recruitment posting
Describes the education and/or experience required to fulfill the job
Clarifies the role scope (what the role is/is not responsible for), including if the individual is expected to travel on behalf of the business
States if the position is in-scope or exempt (if the organization has a Union Collective Agreement), or if the role is to be filled by a contractor
Attracts candidates to apply for the opportunity of your vacant position*
Guides the recruitment interview with candidates
Compares candidates’ skills to support selecting the best person for the role
Influences the new employee’s performance with clear information about the job duties
Enables the manager to effectively train the employee, assess, and coach on performance
Specifies safety requirements (i.e. working with hazardous chemicals, ergonomics), and
Facilitates a respectful relationship between the employee and the organization
*The job description content will help you to (later) write the recruitment posting/advertisement when it’s time to hire into the position.
Check out https://www.smartsheet.com/free-job-description-templates for free re-usable templates (Word and Excel formats) which you can modify for your business. Here is a sample Word template.
WRITING TIPS:
Strive for clarity and brevity. If it’s too lengthy, it can lead to disinterest on the reader’s part.
Keep it simple regarding the requirements – short sentences work best.
Use bullet points to list actions, responsibilities, requirements – more interesting to the reader.
List relevant policies that guide your advertising and recruiting practices (i.e. Diversity and Inclusion; Respectful Workplaces; any unique policy or legislation that is currently in effect and will impact the selection process).
Look at other business colleagues’ examples and/or check with StartUp Lloydminster (info@startuplloyd.com) for support if you’re unsure how to start creating your job description.
Consult with your legal representative to have them review your document if you are uncertain about specific wording relative to a policy (i.e. Human Rights, OHS wording).