Yesterday’s Advisor covered legal issues with job descriptions; today’s issue features key do’s and don’ts and introduces an extraordinary resource of prewritten job descriptions.
Can job descriptions prevent lawsuits? Actually, they do, in many ways. Lack of clarity is the basis for many lawsuits—e.g., clarity about pay or about the reasons for employment decisions—and many of those suits can be avoided by clearly written, up-to-date job descriptions.
Yesterday's Advisor introduced the "interactive" job description—a productive new take on an evergreen topic. Today we’ll review more interactive job description tips, and introduce a unique new job description system.
The job description can be a great marketing tool and even "replace" the first interview, but not without a determined effort to put real meat on the job description bones.
In yesterday's Advisor, we learned how retention gives a boost to recruiting; today, "techie" retention tips and an introduction to a unique new way to manage the first step of recruiting--job descriptions
Recruiting techie talent is all about understanding what they are looking for--and that's true for recruiting any type of talent.
In the last issue of the Advisor, we covered methodology and appraisal in layoffs. Today, we look at the role of job descriptions--and at a surprising new job description development and storage system.
An HR consultant suggests using job descriptions to tell workers their role in upholding the company’s reputation.
Job descriptions are important, but beware—they may push people back into the org chart boxes you've been asking them to break out of, says one expert.
Job descriptions are the basis for so much of what we do in HR, yet—if we're not careful—they can also be the basis for severe and expensive problems. Today's expert sorts if out.