As HR practitioners, we all know the importance of having job descriptions. However, in working with organizations in my HR consulting role, I have found that not every organization stays as up to date on job descriptions as they should. On several occasions, they are non-existent, not current, do not have all of the areas required, or are missing the ADA requirements.
Too often, most organizations only revisit a job description because someone “new” is taking over the role. After all, we need to make sure that we’re hiring the correct person to fill in all the holes that an outgoing employee is leaving. Primary responsibilities associated with the position need to be defined and not just at the beginning of an employee’s journey.