Role of Job Description in Recruitment Process
The creation of the job description is a very important part of the recruitment process. It comes under Job analysis.
Job Analysis is the process of gathering, examining, and interpreting data about the job’s tasks and provides accurate information about the job so that an organization can perform efficiently.
1. Identifying the Vacancy
Once the vacancy is out, there are a number of factors that need to be taken care of. The first stage of creating the job description is identifying the vacancy, which covers the following components:
- No. of posts: In this step, the hiring team confirms the number of posts that are needed to be filled. For example, if there is a requirement for a back-end developer and a front-end developer, it means there are two posts that need to be filled.
- Number of positions: Once the number of vacant posts is identified, the hiring team confirms the number of positions that are needed to be filled. For example, if two front-end developers are needed, two vacant positions must be filled.
- Role and responsibilities: Once the number of vacant posts or vacant positions is confirmed, the hiring team can conduct a meeting with a team that is in need, and then they can confirm the role and responsibilities with the team leader or manager. The hiring team can also directly contact the team lead or manager to identify the role, responsibilities, and skills required for the job.
- Environment: In this way, the hiring team determines the physical and mental environment in which the selected person will have to work. It also includes the tools with which that person will have to work, as some job roles require expertise in using specific equipment and tools, which should be mentioned in the job description.
- Qualification and experience required: In this section, the hiring team confirms the highest educational qualification and educational background that are required for the position and also confirms the level of work experience that is required for the job role.
2. Validation of Data
Once the required data is collected, the accuracy in collecting the data is to be determined and it can also be validated by the employee who is currently in the position or his supervisor/team lead to make sure that it meets all the requirements that are needed for the job role. When the data is collected and validated, we can proceed with the process of creating the job description.
3. Creating the Job Description
The last step is creating Job Description for various roles. It tells about the designation, salary range, role, responsibilities, skills required for the job, job location, and environmental pressures that apply to the position. A good JD always helps the organization find a good, qualified candidate for the job role.
Contact Us