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Job Descriptions

You use job descriptions for everything from hiring to evaluation, so you want your descriptions to be as precise as possible. Use our tips to help you refine your job descriptions, stay competitive in your industry, and attract the best qualified employees.

Free Special Report: 5 Mistakes Everyone Makes With Job Descriptions and How to Avoid Them


Are You Attractive to Potential Employees?

It is quite simple. In order to attract the best employees, you must look as if you are the best company to work for. Appearance is everything. A very basic first step in managing your image is to review how you present your company, says Jasmine Rojas, BLR® legal editor.

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Where to Start with Your Job Descriptions? Use Our Questionnaire

In Yesterday’s Advisor, we covered the basic pitfalls in job description writing. Today, a handy job analysis questionnaire you can use, plus good news—there’s a checklist-based audit system for you to use to evaluate all your HR practices.

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Where Job Descriptions Fail and How to Fix Yours

Even when they are accurate to begin with (not always the case), it’s all too easy for job descriptions to get out of date, and that causes all sorts of problems, practical and legal, for employers.

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Q&A on Job Descriptions, Essential Functions, and Reasonable Accommodation

If an employee with a disability is reassigned to a vacant position that better accommodates the disability, but this position does not pay as well as the one they started in, can the employee’s pay be reduced? Can having a high school diploma or GED be a job requirement? What happens if a disabled employee refuses to accept any of the reasonable accommodations offered by the employer? During a recent BLR webinar, Jennifer Sandberg lent her expertise to answer these questions and more.

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4 Benefits of Effective Job Descriptions

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Writing job descriptions may seem to be an onerous task, but if done well, there can be many benefits for your organization.

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What is the Purpose of a Job Description?

Some organizations have very structured job descriptions, with detailed processes and automated systems to keep up with job descriptions. However, other organizations have more limited resources or may not have a formal human resources department, or may not have an embedded process for creating and maintaining effective job descriptions.

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Should You Meet the Market, Lead It, or Lag It?

In yesterday’s Advisor, consultant Michael Strand began laying out seven key steps to move to market pricing. Today, the rest of the steps, plus news—your job descriptions are rewritten and ready to go.

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Market Pricing? Seven Steps Will Get You There

Market pricing is critical for most every organization, says consultant Michael Strand. Without it, you’re likely to underpay (and lose your best workers) or overpay (and lose your profitability).

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Job Descriptions—One Common Mistake

Well-developed written job descriptions are essential to the hiring process, for two reasons, says attorney Susan Fahey Desmond:

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Job Description Danger—Disparate Impact Lawsuit

It doesn’t seem that job descriptions would be lawsuit generators, but poorly written or out-of-date job descriptions can set you up for a nasty disparate impact lawsuit, says attorney Susan Fahey Desmond.

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