Post on 20-Aug-2015
It may seem like an unnecessary step because you know what work you will need for your employee to
perform.
2. Allows you to think about how the role interrelates with other positions within your company or organization
Some things to think about when creating a job title
What is the core work that the person will have responsibility for?
Does the job title easily identify the person’s core job responsibilities?
How does the title fit in with the structure of the company, (if applicable)?
REMEMBER:
Job titles can be important to many employees. Employees have been known to turn down job offers because of the title
Be creative if you can, but keep the title simple and true to the work to be performed
Step 2
Create a list of the actual work that will be performed.
No need to write a dissertation! Keep it simple and summarize the major tasks required so that the job responsibilities are clear.
Step 3
Write down…
the specific type of experience needed to perform the job effectively
the educational requirements
the years of experience needed to perform the job if applicable
You now have a document that you can share with potential candidates
Don’t forget your current employees
Make sure that all of your staff has a job description on file
REMEMBER:
A job description should be treated as a “living document”, not a paper to be left in a file, never to be viewed again
Both you and your employees should refer to their job descriptions as needed
Be sure to update the job description as your employees’ responsibilities change