
Aside from these privacy concerns, another interesting question
to ask is whether employers should still use and communicate traditional job
descriptions when posting open positions. Many would readily agree that detailed
job postings and written formal job descriptions, if not well drafted and kept
up to date, can be meaningless and disconnected from the actual duties and
responsibilities of a job. In writing
about job descriptions in the past, we’ve encouraged employers to draft descriptions that are current and accurately
reflect reality. When that is done,
having taken the time to consider and write out a job’s responsibilities and the
required skills and experience can help an employer to hire better candidates
with the correct skills for success in the job. In addition, clearly and accurately
communicating the essential functions of a position can help job candidates
self-select out of seeking positions for which they are not qualified. Job descriptions can also be helpful
in identifying essential job duties for disabled applicants or employees. In short, the real purpose of a job
description is to clearly set and communicate expectations.
So, even if an employer uses non-traditional methods to
advertise job openings and screen candidates, there may still be good reasons
to build in some tradition when it comes to job descriptions. The Zappos experiment promotes the notion of
out with the “same old, same old” and in with the new. Zappos clearly has a unique workplace with a unique culture and it will be interesting to watch how its novel recruiting
approach evolves. Whatever your workplace
culture, though, an employer can still be well-served by clearly defining job duties
and requirements, writing it all down, and then communicating the information
to job candidates and employees.
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