1. DEFINITION - A position description – if done correctly - will define the purpose of a role, the criteria for employment, responsibilities of the role, key performance indicators and objectives required to deliver value to the business.
3. CLARITY - The perfect candidate has signed on the dotted line so now is the time to go through the position description with them and set them up for success. This step is important as you are managing expectations and providing clarity around their role. In terms of motivating factors, clarity is high on the list in ensuring you get the best out of your people. Taking ambiguity and confusion out of the mix empowers employees to focus on their job, and reduces the risk of under performance when someone doesn’t really know the parameters of their role.
4. ACCOUNTABILITY – A good position description will help keep your team accountable for their performance. There’s no wrangling out of responsibility for a job not done when it is clearly outlined in black and white!
5. TRAINING – a new – or even current – employee doesn’t have to tick all the boxes in the criteria section of a position description. Your perfect candidate may have some gaps in their qualifications or skills so your position description will identify opportunities for you to invest in this person’s professional development over time.
A position description does need an investment in time from you but it will pay dividends as you will be more successful in appointing the right people, with the right skills in the right roles.
If you need assistance with establishing best practice position descriptions or any other HR advice, please feel free to contact the team at HR Staff n’ Stuff on 9590 0844 or at via email