http://hrdailyadvisor.blr.com/archive/2009/01/05/Job_Descriptions_Interactive_Hiring_Evaluating_Candidates_Self_Selection.aspxThe 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.en-USCommunityServer 2.0 (Debug Build: 60217.2664)http://hrdailyadvisor.blr.com/archive/2009/01/05/Job_Descriptions_Interactive_Hiring_Evaluating_Candidates_Self_Selection.aspx#1232Mon, 05 Jan 2009 17:35:11 GMTd41f1d89-8bcd-45c6-82d9-dc5c7ed081a0:1232Michael BeekThis tip seems to focus on using job descriptions for use by candidates. That's OK, but employers need to, first and foremost, create and maintain job descriptions as a way to make sure employees are performing their jobs as expected. This means thathttp://hrdailyadvisor.blr.com/archive/2009/01/05/Job_Descriptions_Interactive_Hiring_Evaluating_Candidates_Self_Selection.aspx#1236Wed, 07 Jan 2009 13:27:22 GMTd41f1d89-8bcd-45c6-82d9-dc5c7ed081a0:1236adolanI think Mr. Buchen is confusing job descriptions with position descriptions.  As Michael Beek points out, job descriptions have performance related as well as legal requirements, and often are not suited to 'marketing' a position.  People in