Recruiter JD Training

7/30/2019 Recruiter JD Training

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Overview Regardless of the size or complexity of an

organization, good job descriptions are vitalmanagement tools and important documents formany legal reasons.

While law does not require them, job descriptions arecritical in supporting practically every employmentaction (hiring, compensation, promotion, discipline,and termination).

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Overview cont. Employers today must comply with a long

and growing list of employment laws and

regulations. If an employee or a governmentagency challenges a hiringor employmentdecision, one of the most importantdocuments you will be expected to provide is

a copy of the job description.

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Internal Job Description Uses

Evaluate job content and internal/externalpay comparisons.

Communication tool for recruiting. Performance management or training needs. Show compliance with laws and regulations

(FLSA, ADA, Workers Comp, etc.).

Joint Commission requirements.


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Job Description Components Job title

General summary of job

Key relationships Education and Experience (Minimum qualifications)

Knowledge, skills and abilities

Principal duties & essential functions

Major challenges

Physical, mental, sensory requirements

Working conditions


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Job Title

Keep titles consistent with industry standards,as much as possible.

Title should be somewhat descriptive of whatthe position does.


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General Summary Often written in the final step of the process

A short paragraph of no more than three to

four sentences which concisely informs thereader of the nature, level, and objective ofthe position.

Summary is used to communicate with jobapplicants.


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Key Relationships Who the position reports to (title, not names)

Peer positions

Direct reports


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Minimum Requirements and Education

Should be legally defensible as jobrelated and consistent with business

necessity, to avoid discriminationclaims.


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Minimum Requirements and Education Educational requirements should meet the

needs of the position and reflect theminimum qualifications.

Most positions do not need to have a degreein order to be able to perform the principleduties.

However, some do. For example: In Oregon -Teachers require a

Bachelors degree in order to obtain a TeachingLicense.


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Minimum Requirements and Education

Equivalent years of experience may beconsidered in lieu of educational

requirements For example: Bachelors degree and 2 years of

experience,

or 6 years of experience in lieu of a degree ifappropriate for the position.


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Knowledge, Skills, and Abilities Knowledge

Necessary knowledge to competently perform the functionsof the position.

e.g. Advanced knowledge of development and/or maintenance of EMRsystems

Skills Technical or functional skills required to do the job.

e.g. Strong understanding of client/server and host-based systems

Abilities Competence to perform an observable behavior.

e.g. Ability to analyze and independently solve complex problems andcommunicate outcomes.


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Principal Duties & Essential Functions

General responsibility or duty.

8-12 duties are usually sufficient.

Each statement begins with action verb.

Should recognize true scope of job.

State what to do, not how to do it.


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Principal Duties In conjunction with the essential functions..

Principal duties should be the most important

tasks, which are listed in order of importanceand/or necessity, and identify the specific

functions required to perform the job.


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Essential Functions

A duty is an essential function if:

It is a fundamental job duty that is necessary

for the positionand

There are a limited number of employees towhom this duty could be delegated and

The duty requires skill so specialized, it would

require hiring a new person if the incumbentwere absent and

Requires a large percentage of time spentdoing it.


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Principal Duties

Examples: Receptionist

Answer high volume central telephonesystem and direct calls accordingly. Develop and maintain office forms and

procedures. Serves on Stewardship Committee.

Which of the examples above areessential functions?


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Major Challenges

Should reflect true challenges faced withinthe position.

Examples: Working with minimal supervision in a fast-paced

environment with multiple demands to prioritize.

Working in a matrix reporting structure with multipleconflicting priorities.

Keeping abreast of rapidly changing business andtechnology needs.


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Who Should Prepare

Job Descriptions? Directors or Executives

Manager

Supervisor

NOT solely the incumbent!


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How often should they be reviewed?

When job duties change significantly

These are not minor changes, but

may result in a change to a principleduty or essential function.

Examples: job acquires more responsibility,

a reduction in duties, etc.


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Conclusion

Job descriptions are important. It isimperative they be kept up to date.

They have many different users across theorganization.

They can be important in legally defending adecision.

Job descriptions are a collaborative effortbetween managers and Human Resources.


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The End

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