Element#1: Position title
The Ultimate Job Description Toolbox
The only toolbox that gives you electronic templates and organograms that WILL save you hours, days, even weeks of your time…
Whether you want to:
· Cut your recruitment time in half
· Get rid of poor performers
· Save your company R219 700 in consultant fees
· Make your job easier…
The 169 Job Descriptions Toolbox
is the quickest, easiest and cheapest way to do it!
Titles must reflect the market terminology for the job.
Element#4: Responsible supervisor
This will be the immediate manager of the employee.
The A-Z of legal recruitment
Did you know there are 11 legal requirements for recruitment?
Do you know how the Employment Equity Act affects your job advertisement?
Do you know what checks you can legally conduct on an applicant?
Are you sure your employment contract includes the 16 clauses the law says you must have?
If you don't have all of these aspects correct, you'll be on the wrong side of the law when it comes to your recruitment process.
Click here for more details...
Element#5: Job purpose
Here you should include the key functions of the job in one or two
Element#6: Organisation chart
This should show who the employee should report to, his peers and his subordinates (if any).
Element#7: Key performance areas
A key performance area (KPA) is a group of tasks the person's been hired to do. In other words, it can help an applicant measure herself accordingly to see if she can do the job.
You shouldn't have more than 5
key performance areas in your ad's job description.
Here you'll describe the specific tasks that relate to the key performance areas.
These should be relatively detailed, as you may find that one key performance area has several tasks attached to it.
Example of tasks:
The marketing manager's secretary may have the following tasks linked to the KPA of customer complaints:
a.Take calls from customers who wish to lodge complaints and record details of the customer and the complaint.
b.Ensure the customer receives a letter of apology from the company as well as details on what course of action the company has taken to resolve the complaint.
*Do you want to learn more on drafting an effective job advertisement? Then go to chapter R02: Recruitment: Create a winning job ad
in your Practical Guide to Human Resources Management
handbook today, otherwise click here
if you don't already have it.