Having a clear job description and selection criteria will help you write the copy to advertise the position, and will make the interviewers' task easier as well. A job description can sometimes serve to define a whole program. Sometimes, the act of composing the job description changes the whole course of the proposal, as people realize that they can use a position in ways they hadn't considered, or that what they had originally conceived was, in fact, unworkable. Organizations often have to include job descriptions in proposals for new programs or positions. The act of developing job descriptions and selection criteria forces you to clarify your thinking about the position, the kind of person you want for it, and the organization itself. The clearer you can be about the requirements, duties, and responsibilities of the job and what kind of person you're looking for, and the better you can represent these in your advertising for the job, the less time you'll have to spend reading applications from inappropriate candidates. They give potential job applicants a sense of whether they should apply for the job. Being able to refer to a list of specific duties and responsibilities makes it easier for a supervisor to get across just where and how a staff member isn't meeting standards, and to discuss what she could do to change that situation.īy the same token, if she's not responding at all, the job description gives the organization a standard to use in documenting the staff member's failure to carry out the duties and responsibilities of her position, and, if necessary, to fire her for non-performance. 
If someone's not doing her job, the job description can become an important tool in helping her to improve.
It should also make it clear who's ultimately responsible for specific tasks or areas. If there's any question about whether a staff member is actually doing her job, or being asked to perform duties that have nothing to do with her position, the job description should clarify the situation.
They define the position for the organization, for potential applicants, and legally.There are a number of reasons why having clear job descriptions and selection criteria are necessary. Why it's important to carefully develop a job description and selection criteria before you advertise a position This section provides a guide for preparing job descriptions and selection criteria that accurately reflect what your organization needs in a position and that will attract the right person to fill it. Job descriptions and selection criteria help organizations and job applicants understand what is expected from a person in a specific position, and help to determine whether an applicant is a good fit for that position. Learn how to prepare a job description and choose selection criteria in order to improve the hiring process and hire the right person.
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