Job descriptions are becoming more and more out-of-date nowadays. Companies insist that they use job description, mainly for people starting out in their careers, whereas for people with experience, job description is a kind of negative norm, which keeps them restricted to a particular process, which in turn hampers their productive output.
Recruiters tell us why job descriptions are becoming less important nowadays in many organizations.
- Job Descriptions just tells us of the responsibilities, they don’t brief us about the people involved and the nature of the job involved at all.
- They’re not trusted and sometimes illegal because if a few people who can do the work required without having all of the skills, experience, industry, and academic background are listed on the job description, then what is the use of challenges in an organization.
- Internal promotions, appraisals do not consider the job description into consideration. Rather they consider the leadership, potential, team skills, and a track record of delivering results on time of the candidate.
- Highly Skilled and lateral thinking employees leave out a job which has too many job descriptions given just in writing. They know from experience that a job never gives too much description about itself. It’s what they do that adds description and value to the job.
- Specific Job descriptions makes us become less “Out-of-the box” approachers towards a job as we are always bounded by the description of a job.
- Job descriptions make an employer and his workplace for an employee to be a non challenging workplace, as it is a regular work schedule for an employee with no experimentations or learning path graphs in his work.
- They decrease employee satisfaction and increase employee turnover. If you don’t tell people what they’ll be doing before they start on a new job, the likelihood the person will find the actual work involved exciting, appropriate, and satisfying is problematic. Clarifying expectations up front has been shown to be the primary driver of on-the-job performance and employee satisfaction.
- Of course, we all need some basic level of skills and experiences to handle the actual job requirements, but in most cases managers use the job descriptions as an alternative shortcuts to get the requisition approved, which has time and again proved disadvantageous as discussed above.