The purpose of the job description is to provide clarity on responsibilities and performance expectations for the open position. It is the foundation for the hiring process and serves as a guide for the recruiter and hiring manager. It's also critical for determining appropriate, targeted interview questions.
If a job description does not exist, one will need to be developed before the position is advertised. If a job description exists, it should be reviewed and updated with any new position requirements. The description should be refreshed on a regular basis to reflect any major changes.
Components of a Job Description
The job description should contain information that answers the following questions:
- What is the position title?
- What is the purpose of the position (usually achieved in three sentences or less)?
Responsibilities and Results
- What are the daily, weekly, monthly and annual responsibilities?
- What fiscal responsibility does this position have?
- What is the scope and limits of responsibility?
- What decision-making authority does this position have?
- Who reports to this position?
- What are the education and experience requirements?
- What competencies (skills, knowledge and abilities) are needed to be successful in this position?
Begin each responsibility statement with an action verb (such as “plans,” “schedules,” “prepares”) that conveys “who or what” is done and “why or how” it is done.
Feel like you could benefit from a sample? Associate Leadership Development has created sample job descriptions as a helpful resource.
This section of the HR Toolkit is of use to AEs and association leadership alike.
View HR Toolkit - For Association Presidents to see more.