Rip Up The JD
Job descriptions were first developed at the start of the 1900’s. Their purpose was quite simply to explain what is expected of someone taking on that specific job. Over the years managers have dreaded writing them and very often HR are having to continually ask whether it has been done or not.
Job Descriptions can be helpful when:
Advertising the role and looking for the perfect candidate to fill the role
Explaining to potential recruits what is expected of them in the role
The reality is that once the job description is written it is filed somewhere and forgotten about. The chances of it ever being referred to again are very slim.
Why don’t we ‘Rip Up the Job Description’ and create something like a ‘Role Success Sheet’. We recruit people because of their skills and experience. Would it be better to explain to someone what we need to be completed and what success looks like and they tell us the best way to achieve it…..based on their skills and experience. Arguably this can be taken one step further by the business telling an employee what the problem is and they tell them what needs to be done!
SAMPLE
HR Business Partner
Why does the role exist? (just a couple of sentences)
This role is in the business so that our senior managers are provided with HR expertise and can use this in their decision making. They have a go to person that understands their challenges and aspirations and can guide and support them through the journey.
What does success look like? (3-5 bullet points)
Your stakeholders trust you. They are comfortable talking to you about all people related issues
Employees feel that changes are made in a positive way with minimal disruption
New initiatives are received well across the business units
Engagement levels are high, retention levels are low, absenteeism is low and business unit performance in increasing year on year
You understand how current and future challenges internally and externally affect the people within the business and stay one step ahead
The question of whether to get rid of job descriptions entirely depends on the specific context and needs of an organisation. While job descriptions have been a longstanding practice in HR, there is an argument to suggest that they can be rigid, limiting, and fail to capture the full scope of an employee's contributions.
By moving away from rigid job descriptions, organisations can foster a more agile and flexible work environment where employees have the freedom to explore and contribute in different areas. There is a huge caveat here that the individual should still know what is expected of them so it would be more important than ever to set goals and targets for them to strive towards.
Shaking up the traditional job descriptions could encourage a more holistic approach to work, focusing on the outcomes and impact rather than specific tasks or titles. Allowing employees to take ownership of their work, collaborate across teams, and contribute based on their unique strengths and expertise.
When it comes to using the job description as the job advert, this might encourage Talent Acquisition teams to write engaging job adverts that really showcase the organisation and what is on offer.
Something to think about? Head over to the ELEVATE Member Hub on LinkedIn to let us know if you are doing anything in this area!