Which section in the job description lists the tasks and activities in which the worker is involved?

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• Job Description
• Purpose of Job Description
• Job Specification
• Purpose of Job Specification
• Authorship/Referencing - About the Author(s)
• What Is a Job Description?
• Job Summary
• Responsibilities and Duties
• Qualifications and Skills
• Salary and Benefits
• Frequently Asked Questions about job descriptions
• What is a job description and a task list?
• What is a list of job duties called?
• What is a job description and what items are typically included in the job description?
• What is the most important section of the job description?

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Job Analysis is a primary tool to collect job-related data. The process results in collecting and recording two data sets including job description and job specification. Any job vacancy can not be filled until and unless HR manager has these two sets of data. It is necessary to define them accurately in order to fit the right person at the right place and at the right time. This helps both employer and employee understand what exactly needs to be delivered and how.

Both job description and job specification are essential parts of job analysis information. Writing them clearly and accurately helps organization and workers cope with many challenges while onboard.

Though preparing job description and job specification are not legal requirements yet play a vital role in getting the desired outcome. These data sets help in determining the necessity, worth and scope of a specific job.

Job Description

Job description includes basic job-related data that is useful to advertise a specific job and attract a pool of talent. It includes information such as job title, job location, reporting to and of employees, job summary, nature and objectives of a job, tasks and duties to be performed, working conditions, machines, tools and equipments to be used by a prospective worker and hazards involved in it.

Purpose of Job Description

• The main purpose of job description is to collect job-related data in order to advertise for a particular job. It helps in attracting, targeting, recruiting and selecting the right candidate for the right job.
• It is done to determine what needs to be delivered in a particular job. It clarifies what employees are supposed to do if selected for that particular job opening.
• It gives recruiting staff a clear view what kind of candidate is required by a particular department or division to perform a specific task or job.
• It also clarifies who will report to whom.

Job Specification

Also known as employee specifications, a job specification is a written statement of educational qualifications, specific qualities, level of experience, physical, emotional, technical and communication skills required to perform a job, responsibilities involved in a job and other unusual sensory demands. It also includes general health, mental health, intelligence, aptitude, memory, judgment, leadership skills, emotional ability, adaptability, flexibility, values and ethics, manners and creativity, etc.

Purpose of Job Specification

• Described on the basis of job description, job specification helps candidates analyze whether are eligible to apply for a particular job vacancy or not.
• It helps recruiting team of an organization understand what level of qualifications, qualities and set of characteristics should be present in a candidate to make him or her eligible for the job opening.
• Job Specification gives detailed information about any job including job responsibilities, desired technical and physical skills, conversational ability and much more.
• It helps in selecting the most appropriate candidate for a particular job.

Job description and job specification are two integral parts of job analysis. They define a job fully and guide both employer and employee on how to go about the whole process of recruitment and selection. Both data sets are extremely relevant for creating a right fit between job and talent, evaluate performance and analyze training needs and measuring the worth of a particular job.

The article is Written By “Prachi Juneja” and Reviewed By Management Study Guide Content Team. MSG Content Team comprises experienced Faculty Member, Professionals and Subject Matter Experts. We are a ISO 2001:2015 Certified Education Provider. To Know more, click on About Us. The use of this material is free for learning and education purpose. Please reference authorship of content used, including link(s) to ManagementStudyGuide.com and the content page url.

 
Reviewed by Brendan Sullivan, Indeed Recruiter
4+ years of experience, 150+ roles filled

Crafting a compelling job description is essential to helping you attract the most qualified candidates for your job. With more than 25 million jobs listed on Indeed, a great job description can help your jobs stand out from the rest. Your job descriptions are where you start marketing your company and your job to your future hire.

The key to writing effective job descriptions is to find the perfect balance between providing enough detail so candidates understand the role and your company while keeping your description concise.

Use the tips and sample job descriptions below to create a compelling job listing.

What Is a Job Description?

A job description summarizes the essential responsibilities, activities, qualifications and skills for a role. Also known as a JD, this document describes the type of work performed.

A job description should include important company details — company mission, culture and any benefits it provides to employees. It may also specify to whom the position reports and salary range.

An effective job description will provide enough detail for candidates to determine if they’re qualified for the position. Not only that, but according to an Indeed survey, 52% of job seekers say the quality of a job description is very or extremely influential on their decision to apply for a job.*

*Indeed survey, n=2,091

Job Title

Make your job titles specific. Targeted job titles are more effective than generic ones, so be precise by including key phrases that accurately describe the role. In fact, a 2020 Indeed survey found that 36% of job seekers that use job sites search for a job using the title of the job they’re looking for.*

*Indeed survey, n=2,091

Avoid internal lingo that may confuse the job seeker. Stick to standard experience levels like “Senior” rather than “VI” or other terms people are less likely to look for. The language of your job description should be as inclusive as possible. Consider going over your finished job description and revising any verbiage that may be exclusionary to any groups of people who may be considering this opportunity.

Job Summary

Open with a strong, attention-grabbing summary. Your summary should provide an overview of your company and expectations for the position.

Hook your reader with details about what makes your company unique. Your job description is an introduction to your company and your employer brand. Include details about your company culture to sum up why a candidate would love to work for you. An Indeed survey found that 72% of job seekers say it’s extremely or very important to see details about company culture in job descriptions.*

*Indeed survey, n=2,091

Include an exact job location. Provide an exact job location to optimize your job posting so it appears higher in job search results.

Responsibilities and Duties

Outline the core responsibilities of the position. Make sure your list of responsibilities is detailed but concise. Also emphasize the duties that may be unique to your organization. For example, if you are hiring for an “Event Management” role and the position requires social media expertise to promote events, include this detail to ensure candidates understand the requirements and can determine if they’re qualified.

Highlight the day-to-day activities of the position. This will help candidates understand the work environment and the activities they will be exposed to on a daily basis. This level of detail will help the candidate determine if the role and company are a right fit, helping you attract the best candidates for your position.

Specify how the position fits into the organization. Indicate who the job reports to and how the person will function within your organization, helping candidates see the bigger picture and understand how the role impacts the business.

Qualifications and Skills

Include a list of hard and soft skills. Of course, the job description should specify
education, previous job experience, certifications and technical skills required for the role.
You may also include soft skills, like communication and problem solving, as well as personality
traits that you envision for a successful hire.

Keep your list concise. While you may be tempted to list out every requirement you envision for your ideal hire, including too many qualifications and skills could dissuade potential candidates. According to a 2018 Indeed survey, 63% of candidates said they chose not to apply for a job because they felt like they didn’t know the specific tools or skills listed in the job description. A further 47% said they didn’t apply because they didn’t have the specific years of experience listed in the job description.*

That’s why it’s important to identify the must-haves vs nice-to-have skills and qualifications for the role to encourage a more diverse set of candidates to apply. 71% of the employers we surveyed said they’re already doing this.**

*Indeed survey, n=607

**Indeed survey, n=250

Salary and Benefits

Include a salary range. Quality candidates look for opportunities that meet their salary needs. However, according to a 2019 Indeed survey, almost 70% of candidates said they never or only occasionally saw job descriptions that included salary information.* Stand out from other employers by adding the salary band to your job description to help attract best fit candidates.

*Indeed survey, n=1,000

List out your top perks and benefits. What’s in it for the candidate? Most jobseekers (83%) agree that a company’s benefits and perks have a significant impact on their decision of whether or not to accept a job offer there.* Encourage more people to apply by sharing the attractive rewards and benefits you offer your employees, such as:

• Unlimited PTO
• Flexible hours
• Medical, dental and vision coverage
• Office snacks
• Tuition reimbursement
• Dog-friendly office

*Indeed survey, n=2,091

Brendan Sullivan is an Indeed recruiter based in Austin, TX with 4+ years of experience. You can usually find him enjoying one of the several amazing coffee shops in Austin or organizing his record collection.

*Indeed provides this information as a courtesy to users of this site. Please note that we are not your recruiting or legal advisor, we are not responsible for the content of your job descriptions, and none of the information provided herein guarantees performance.

Frequently Asked Questions about job descriptions

1. What are the parts of a job description?

   Job descriptions should include four main parts: a targeted job title, an overview of the company, a bulleted list of key responsibilities, and a list of required skills and qualifications.

2. What should be included in a job posting?

   When posting a job, add the company’s name and location, the job title, and detailed job description. Within the description, include a job summary, core responsibilities of the position, and a list of qualifications and skills required for the role.

3. How do you write a job posting?

   To write a job post, include enough detail so candidates understand the role and your company while keeping your description concise. Job postings between 700 and 2,000 characters get up to 30% more applications.

4. How do you create a job posting?

   When posting jobs, include key information like a job title, the role description required experience and qualifications. To create a job posting on Indeed, log in to your Indeed account and click on the "Post a Job" button. Then, add relevant job details and keywords to your posting to attract the right candidates.

5. What are some examples of job titles?

   A few examples of job titles are Administrative Assistant, Registered Nurse, Sales Representative, and Web Developer.

6. How do you write a job title?

   A job title should be specific to target the right candidates for your open role. Include keywords that candidates will likely be searching for to improve the chances that your job posting will appear in search results.

7. What is the difference between job title and position?

   A job title is term that describes a role or position in a few words or fewer, while a position indicates the function or rank of that role.

What is a job description and a task list?

Role descriptors are intended to be representative of many positions. They are focused on describing job responsibilities rather than describing the day-to-day tasks that are specific to an individual position. Position descriptions are task specific and describe how an employee completes their work.

What is a list of job duties called?

A job description is a document listing the tasks, duties, and responsibilities of a specific job.

What is a job description and what items are typically included in the job description?

A job description is a useful, plain-language tool that explains the tasks, duties, function and responsibilities of a position. It details who performs a specific type of work, how that work is to be completed, and the frequency and the purpose of the work as it relates to the organization's mission and goals.

What is the most important section of the job description?

Here are the most critical components of a good job description. Heading information. This should include job title, pay grade or range, reporting relationship (by position, not individual), hours or shifts, and the likelihood of overtime or weekend work.

What is a job description and a task list?

What is a list of job duties called?

What elements of job description have to list duties?

What is the first section of a job description?