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Job descriptions are an integral part of staff management, yet tend to get glossed over, probably because many managers simply don't have an accurate understanding of their importance and uses.
Few people like writing job descriptions or going through the process (e.g.,job analysis) leading up to their writing, but they can be extremely useful in delegating work and documenting assignments, helping to clarify missions, establishing performance requirements, counseling people on career and advancement opportunities, making decisions on job restructuring and suggesting ways to enrich the work experience.
Why job descriptions are important
Legally speaking, job descriptions are not required, but are certainly recommended both for practical reasons and as a best practice.
For example, a solid job description can be used to recruit for vacancies by presenting candidates with an accurate (as well as appealing) account of what their responsibilities will be. This can help firms better sell the job, which is becoming more necessary as hiring heats up and quality PR candidates become harder to find.
A well-crafted job description can also help reduce training time (as new hires will be aware of their job duties and come prepared to contribute) and make it easier to interview candidates (if you know what skills you are looking for, you will have an easier time knowing what questions to ask).
Maintaining job...