A job description identifies characteristics of the job to be performed in terms of the tasks, duties, and responsibilities to be fulfilled (Youssef, 2012) Companies use a job description to find new employees, review current employees and compensate them as well. Job descriptions are formed from the information gathered in a job analysis. A job analysis is a procedure used to identify the content of a job in terms of activities involved and attributes or job requirements needed to perform the activities.
A typical job description has three main parts: identification, general summary, and a detailed list. The identification section of a job description includes the job title and department, the job location, job number and grade, as well as the employee’s exempt or nonexempt status. The second part or the general summary section provides a clear and concise statement that summarizes the particular job and differentiates it from others. Lastly, a detailed list should be included of all important functions, tasks, duties, assignments, commitments and responsibilities associated with the job.
Tasks, tools and technology, knowledge, skills and abilities, and educational requirements are the main requirements listed in a job description. The tasks would be the required work for that particular job position. Tools and technology is what you would need to assist you in completing the required tasks. You might need to be familiar with certain equipment or even software such as the Microsoft word I am currently using to type this paper. Knowledge is the information needed to know to perform the tasks required for the job. Skills and abilities are the physical means of being able to work at a certain level.
When recruiting potential employees the job description is a guideline or check list for finding the right person for the job. When trying to find the right candidate for a position it can be very difficult and that is why assessment or selection methods have been developed. “Common selection methods organizations use to gain information about and narrow down potential candidates are resumes and application forms, testing, interviews, reference checks, and honesty tests, medical exams, and drug testing.” (Youssef, 2012) Out of those methods I believe that testing and interviews are the most effective and helpful means for narrowing down the selection pool.
Testing is done to narrow done the selection to the top applicants. Organizations can use many forms of tests depending on the type of job being hired but there are two main types of tests most organizations employ: aptitude tests and achievement tests. Aptitude tests evaluate the applicant’s level of reception, comprehension, and retention. The most commonly used aptitude test is called the General Aptitude Test Battery (GATB). Achievement tests determine the individual’s current knowledge, skills, and abilities or KSA’s. This test is made to ensure the organization that the current applicant is ready and able to perform the tasks they are potentially going to be recruited for.
The second selection method I mentioned, the interview, is typically preferred by most employers because they are able to directly interact with their future employees. This often provides a more accurate evaluation of their interpersonal skills, communication skills, and knowledge. There are several types of interviews that organizations use: unstructured interviews, structured interviews, situational interviews, behavior description interviews, and panel interviews.
Unstructured interviews are mostly opened ended questions where the interviewee’s answer to one question determines the direction of the next question. The lines of questioning in nondirective interviews are usually related to personal career objectives and to learn of the person’s strengths and weaknesses.
Structured interviews follow a set of pre-established questions that focus on the knowledge, work experience and technical skills of the interviewee. Structured interviews more often provide the company or organization with more reliable results than those of the unstructured, nondirective interviews.
Situational interviews depict a real work-related scenario that interviewers present to the interviewees to evaluate their problem-solving capabilities. Behavior description interviews allow the interviewees to describe how they handled a certain past situation to assess their experiences. In panel interviews, two or more representatives from the organization meet in a group setting with the interviewee. This type of interview has the advantage of using multiple raters; hence it is less biased.
In conclusion, a job description identifies characteristics of the job to be performed in terms of the tasks, duties, and responsibilities to be fulfilled. These are determined from a job analysis which is a procedure used to identify the content of a job in terms of activities involved and attributes or job requirements needed to perform the activities. Tasks, tools and technology, knowledge, skills and abilities, and educational requirements are the important information needed to know to build a job description. Testing and interviews can be an effective tool when recruiting a potential employee.

Reference

Youssef, C. (2012) Human Resource Management. (Ashford University ed.) San Diego, CA: Bridgepoint Education, Inc.