What are the key methods and challenges
involved in job analysis, and how do job
descriptions and job specifications contribute to
effective recruitment and selection processes?
Manya Saraswat
Shaheed Rajguru College of Applied Sciences for Women, University of Delhi
Abstract
Job analysis, job descriptions, and job specifications are integral components of
effective recruitment and selection processes. This paper examines various
methods and challenges of job analysis, emphasizing the importance of clear and
accurate job descriptions and specifications. Additionally, the paper explores
how these elements facilitate candidate matching, guide recruitment efforts,
and support structured interview processes. Real-world examples underscore
their impact on recruitment outcomes. In conclusion, the paper advocates for
continued research and improvement in these areas to enhance organizational
effectiveness in hiring practices.
Keywords: Effective, Candidate matching, Organizational effectiveness,
Structured interviews
1. Introduction
An organization has numerous moving parts, much like a machine. It
needs the appropriate people in the proper jobs for it to function
effectively. This necessitates accurately identifying and recording
various positions inside the company using job analyses, job
descriptions, and job specifications. The basis for important HR tasks
including hiring, paying employees, managing performance, and
employee development is provided by these technologies.
The methodical process of collecting, recording, and evaluating data
about the duties, responsibilities, tasks, competencies, areas of
knowledge, and work environment related to a certain job is known as
job analysis. This procedure forms the basis for determining the
necessary conditions for carrying out that task in an efficient manner.
The main goals of job analysis are to identify the fundamental tasks
and obligations of a job, ascertain the specialized knowledge, abilities,
or certifications required for the job, identify key performance
indicators to assess results, comprehend the work's physical demands,
cultural context, and environment, and identify the tools, machines,
equipment, and technologies used in the job.
A variety of methods are used to collect data for job analyses, such as
employee surveys, questionnaires, interviews with job incumbents,
worker observation, and policy and procedure reviews. Furthermore,
examining industry standards to make sure they adhere to regulations
and best practices may be necessary for specialist professions. The
result of job analysis is documentation, sometimes known as a job
description, which provides a detailed explanation of the position.
A well-written job description functions as a succinct overview of the
essential tasks, obligations, necessary abilities, and prerequisites for a
certain position. It serves as a guide through a number of phases,
including hiring, onboarding, training, and performance management.
The department and job title, an overarching goal or objective
statement, the role's scope within the organizational structure, the
primary duties and responsibilities, interactions with other positions
or departments, educational requirements and specialized
certifications, the necessary technical or software skills, the necessary
soft skills or behavioral competencies, and any physical or sensory
abilities are all common components of a job description.
A well-written job description achieves a balance between being
understandable to both prospective candidates and current
employees and being sufficiently detailed to provide full information.
It ought to address both regular duties and any unusual ones related
to the position. To maintain uniformity and clarity, the language used
should also be straightforward and use standard industry terms.
A job specification outlines the human requirements that must be met
for a position, including the qualities, abilities, and experience that a
candidate must possess in order to successfully perform the duties.
Details like the minimum or required years of experience wanted, any
specialist expertise needed for the role, hard and soft skills required,
certifications connected to the job, minimum or required years of
education, and relevant physical traits like stamina if applicable are all
included.
Job specifications may include "preferred but not required" qualities
in addition to mandatory ones in order to draw applicants who might
go above and beyond the call of duty. Outlining the ideal applicant
profile will increase the chances of finding people who are likely to
succeed in the position over the long run. The job specification, when
used in conjunction with the job description, enables well-informed
hiring decisions that are based on merit rather than just impressions.
Crucial to the recruiting and selection process are the job analysis, job
description, and job specification, all of which have different but
related functions. The process of job analysis begins with a methodical
examination of a job's many aspects, such as its responsibilities,
obligations, necessary skills, and credentials. The cornerstone for
creating job descriptions is this thorough analysis. These job
descriptions function as comprehensive guides that list the key
elements of the position, including its duties, goals, and prerequisites.
Job descriptions ensure that candidate expectations and job criteria
are aligned by offering clarity and transparency to both recruiters and
candidates throughout the hiring process.
By outlining the particular abilities, characteristics, and work history
required to succeed in the position, the job specification helps to
further narrow the candidate pool. This step of the procedure creates
precise standards for assessing and vetting applicants, which makes
decision-making easier. A job specification helps recruiters find
candidates who are most qualified to fulfill the requirements of the
position and make a positive impact on the organization by outlining
the needed skills and characteristics. Furthermore, by emphasizing
objective standards above subjective evaluations, job specifications
aid in reducing prejudice in the selection process.
When used in tandem, job analysis, job description, and job
specification help firms find and hire qualified people by streamlining
the recruiting and selection process. These elements increase
efficiency and effectiveness while lowering the possibility of a
mismatch between candidate qualifications and job needs by offering
a clear and organized framework. In the end, they are vital in making
sure that the appropriate people are chosen to work for the company,
which enhances performance and success on the whole.
2. Key Methods of Job Analysis
In the field of human resources, job analysis is fundamental since it
offers a methodical way to comprehend the nuances of various job
responsibilities inside an organization. Fundamentally, the goal of job
analysis is to break down and clarify the essential elements of a work,
from the main tasks and obligations to the necessary abilities,
knowledge, and characteristics for the work to be completed
successfully. Job analysis produces insightful data by utilizing a range
of techniques customized to the particular requirements of the
company. This data is then used to guide important HR processes like
hiring, selection, training, performance reviews, and organizational
development. Job analysis plays an increasingly important role as
businesses change and adapt to their surroundings. It provides a
roadmap for navigating the challenging field of human resource
management.
2.1 Observation method
An external analyst watches an employee and the tasks they
complete as part of the observation method. To comprehend
the primary responsibilities of the position, they frequently
spend several days observing the worker as they carry out their
tasks, participate in meetings, and assess their workload. As
the analyst watches, they meticulously record all they can
about the function, such as the tools they use, how long they
spend on tasks, and who they collaborate with to get the work
done.
One simple and trustworthy method for understanding job functions
is observation. It validates information from other sources, offers
firsthand perspectives, and is simple to use. Observation is a significant
method for improving work roles within businesses. It is especially
useful for tasks demanding physical abilities and captures precise
information for training and performance evaluation.
But at the same time, it also comes with its own set of challenges and
limitations. Although it offers firsthand knowledge and validates
information from other sources, it can take a lot of time and could
skew worker performance because an observer is there. The
procedure may also become more difficult if a small sample size of
workers is used and a trained observer is needed. Furthermore,
problems with validity and reliability could occur, especially when
trying to capture the subtleties of mental processes. Despite these
drawbacks, observation can still be a useful tool when combined with
other techniques to provide a thorough understanding of job functions
within an organization.
2.2 Interview method
The analyst will question an employee about their work during an
interview. By using the observation approach, they intend to gain
insight into the same parts of the job, such as the methods and
procedures they utilize, as well as how they apply their abilities to
produce results. Using this approach, the interviewee can design
their own methods of working to fulfill a certain position. To obtain
a more comprehensive understanding of the duties, analysts might
speak with multiple persons in the same position.
The interview method of job analysis has several advantages. It
allows incumbents to describe their work firsthand, offering rich
insights into job duties and processes. Interviews can uncover
cognitive and psychomotor aspects that are hard to observe
directly. They yield qualitative data for analysis and are effective for
jobs with long cycles or complex tasks. Overall, interviews provide
in-depth understanding of job roles within organizations.
The interview method of job analysis also presents some challenges
and drawbacks. It requires an experienced interviewer and welldesigned questions to effectively extract relevant information from
incumbents. Combining data from multiple interviews can be
challenging, particularly if the interviews yield disparate or
conflicting information. Additionally, the data gathered through
interviews is subjective and may be influenced by the interviewer's
biases or the interviewee's perceptions. Therefore, it's important to
verify the accuracy of the information obtained through interviews.
Moreover, interviews may elicit extraneous data that is not directly
relevant to the job analysis, requiring careful filtering and
interpretation of responses.
2.3 Questionnaire method
Using the questionnaire method, analysts formulate a set of
inquiries regarding work-related topics that employees must
respond to. To find any discrepancies between expectations, they
frequently inquire about the employee's impression of the role
from the team and the employee's management. These inquiries
may center on how staff members spend their days, what their
priorities are, and how well they carry out their jobs.
The questionnaire method of job analysis offers notable
advantages. It doesn't necessitate a trained interviewer, thus
enhancing accessibility within the organization. Additionally, it's a
relatively cost-effective option compared to methods like interviews
or observation. Questionnaires allow for efficient data collection
from a larger pool of employees, providing a comprehensive
understanding of job roles across various departments. This
method facilitates a practical and efficient approach to gathering
valuable insights into workforce capabilities.
Despite its advantages, the questionnaire method of job analysis
has its challenges. Constructing effective questionnaires can be
difficult and may result in low response rates. Incomplete or
inconsistent responses are also common issues, requiring careful
planning and design to overcome.
2.4 Diary method
The diary technique involves an employee keeping a daily log of the
tasks they complete. They can describe their activities and the
amount of time they spend on each over a predetermined period
of time, such as a week. This can be a useful method for objectively
assessing how workers spend their time and identifying areas
where workers may choose to focus on other, more crucial tasks.
There are various benefits to using the diary approach to gather
information for hiring-related job analyses. Instead of depending on
extraneous observations or presumptions, it provides extensive and
detailed insights into the real work experiences and opinions of
employees. This approach also effectively conveys the job's
dynamic and complex character, as well as any potential future
problems or adjustments. It also gives workers a platform to voice
their thoughts and emotions about their jobs, which can increase
engagement and motivation. Additionally, it can lessen the
possibility of bias and distortion brought on by interviewer effects,
social desirability, or recollections.
The diary technique of gathering job analysis data for hiring has a
number of disadvantages, including the need for a high degree of
employee participation and commitment, which may be
challenging to attain. Employees may find it hard and timeconsuming to document their experiences and activities on top of
their regular responsibilities. It might also produce too little or too
much data, which could compromise the accuracy and
dependability of the findings. In addition, the data may be vague,
inconsistent, or subjective, making analysis and interpretation
difficult and requiring sophisticated qualitative techniques and
instruments.
2.5 Functional job analysis method
One formal way to assess a job and get quantitative data is through
functional job analysis. This implies that in order to fully
comprehend the position and the individual playing it, they may
incorporate a number of different approaches. Analysts are able to
pinpoint a role's technical and individual constraints in order to
recommend opportunities for improvement. Employers frequently
generate new job ads or descriptions using the functional job
analysis method, which is based on the skills required to carry out
the roles.
The concept of functional job analysis, or FJA, has many benefits for
understanding job functions inside an organization. First of all, it
provides a thorough examination of job needs by dissecting job
responsibilities into functional units, tasks, and duties. This level of
detail makes it possible to thoroughly analyze the particular
competencies—knowledge, skills, and abilities—necessary to carry
out every facet of the work efficiently. Additionally, FJA uses a
methodical methodology that allows for the objective assessment
of job requirements and activities. Organizations can increase the
validity and reliability of the results by ensuring consistency and
fairness in their job analysis processes by adhering to a standardized
methodology. Furthermore, FJA makes it easier to create
customized job descriptions that accurately reflect the position's
functional requirements. These job descriptions guarantee a match
between employee talents and job objectives and are useful tools
for recruiting, training, and performance management.
Nevertheless, the functional job analysis method has several
drawbacks in addition to its benefits. Its need for a lot of time and
resources is one of these difficulties. It can take a lot of time and
money to conduct in-depth assessments of job responsibilities,
activities, and needs, which could be a practical barrier for
companies with little funding. Furthermore, FJA's intricacy could be
a challenge, especially for positions with varied or dynamic tasks. It
could be difficult to appropriately capture all pertinent information
within the FJA framework, which could result in job evaluations that
are either erroneous or incomplete. Furthermore, there may still be
some subjectivity involved in interpreting job criteria and
establishing functional linkages even using FJA's organized
methodology. This subjectivity may have an impact on the analysis's
dependability and correctness, especially if various analysts come
to different conclusions. Last but not least, FJA might not be
adaptable enough to particular job functions or changing
employment requirements. FJA's usefulness in dynamic situations
may be limited since it can be difficult for organizations to adjust to
changing organizational needs.
3. Challenges in Job Analysis
3.1 Subjectivity and Bias in Data Collection
Subjectivity and bias in data gathering are two of the main
problems with employment analysis. This results from a
number of variables, such as the manner in which data was
gathered, the viewpoints of those engaged, and the way in
which work requirements were interpreted. Subjectivity can
affect how observers or incumbents see, record, or
characterize job responsibilities. Preconceived beliefs or
assumptions about particular work tasks or people can also
cause biases, which can result in inadequate or erroneous
data. In order to overcome these obstacles, it is necessary to
give careful thought to the data gathering techniques,
provide training for process participants, and implement
validation procedures to guarantee the precision and
dependability of the job analysis results.
To mitigate subjectivity and bias in job analysis, organizations
can implement structured procedures, utilize diverse data
sources, provide training and calibration for data collectors,
and use standardized tools. Peer review and validation
processes help ensure accuracy while considering
organizational context and job-specific nuances is crucial.
These strategies enhance objectivity and reliability in job
analysis, leading to more accurate job descriptions and
informed decision-making.
3.2 Keeping Job Analysis Up to date
Organizations should analyze job roles on a regular basis,
collect feedback from employees, observe jobs, incorporate
job analysis into performance assessments, benchmark
against industry standards, use technology, and promote
teamwork in order to maintain current job analysis. By using
these tactics, job descriptions are guaranteed to appropriately
represent changing needs and enhance organizational
efficacy.
3.3 Ensuring Validity and Reliability of Job Analysis Methods
Employ a variety of sources and techniques for gathering
data, including focus groups, surveys, observations, and
interviews, to improve the validity and reliability of job
analyses. This method lessens bias and accumulates various
points of view. To guarantee thorough and reliable results,
use a variety of data analysis techniques such as competency
modeling or the job element method. Additionally, include
local representatives and specialists in the process to
comprehend particular settings, laws, and customs to boost
acceptance and credibility among international stakeholders.
3.4 Dealing with rapidly changing job roles and industries
It can be difficult to manage staff members who regularly
switch jobs or employers, particularly in fast-paced fields like
IT. To solve this, candid discussions should be held in order to
identify issues and come up with solutions as a group.
Retaining employees' engagement can be facilitated by
creating clear career development plans with growth
possibilities and frequent check-ins. Reducing employee
turnover can also be achieved by providing a flexible work
environment, such as remote work opportunities and
adjustable schedules. Establishing a culture of open feedback
and accepting employee turnover as a necessary component
of operations will help to further develop a positive work
environment. Ultimately, navigating the effects of frequent
job changes on daily operations can be facilitated by
upholding professionalism and honesty while accepting
individual career objectives.
4. Job Descriptions
Based on the results of a job analysis, a job description is a
written document that provides information about the
responsibilities, tasks, duties, and qualifications of a position. A
strong job description is utilized in two different processes:
performance management, which assesses employee
performance, and recruitment, which informs candidates about
the work criteria and profile.
4.1 Components of Job Description
Several essential elements go into creating an effective job
description. First and foremost, choosing a job title that is both
precise and descriptive is essential to drawing in qualified
applicants. The role's contribution to the company's mission and
objectives should be briefly described in the purpose section.
The section on duties and responsibilities should include
information on regular work, as well as the physical and
knowledge requirements. Preferred qualifications that
distinguish candidates should come first, followed by mandatory
qualifications like education and experience. It's also crucial to
specify the working environment, including the location, hours,
and pay. In conclusion, a well-written job description helps draw
in quality applicants and clarifies the requirements of the
position.
4.2 Importance of Clear and accurate Job Description in
recruitment and Selection
A well-written job description is essential to drawing in the
proper people in today's competitive job market. First off, clearly
defining the duties and qualifications of the role, aids in drawing
in qualified applicants. This guarantees that only eligible
candidates apply, saving time for both the company and the
candidate. Second, a job description that lays out expectations
clearly facilitates a quicker hiring process and guarantees that a
candidate's qualifications and career objectives match the
position. Furthermore, it lowers attrition by assisting applicants
in comprehending the demands of the position, resulting in
sustained retention. Furthermore, by precisely defining the
position and employing inclusive language, a well-written job
description draws in a wide pool of applicants and promotes an
inclusive workplace.
5. Job Specification
A job specification is a set of desirable attributes that one should
possess in order to be considered for and succeed in a position.
The job specification lists the abilities, characteristics, training,
and experience a candidate may require to be considered for the
position, whereas the job description covers the title, position,
duties, and summary. This serves to highlight a candidate's
aptitude for carrying out the tasks outlined in the job description.
The purpose of job specification is to complement the job
description by outlining the qualifications, qualities, and
characteristics required for a specific job vacancy. It enables
candidates to assess their eligibility for the position and helps the
recruiting team understand the necessary qualifications for the
role. Job specification provides detailed information about job
responsibilities, technical skills, physical requirements, and
communication abilities, aiding in the selection of the
most suitable candidate for the job.
5.1 Components of Job Specifications
Job specifications, no matter the position, usually include a
few standard components. First of all, they frequently
specify the experience needed, which can vary from having
no experience at all for entry-level employment to having
several years of management experience for more senior
roles. Furthermore, the educational requirements for the
position are frequently stated, including if a bachelor's
degree, high school diploma, or specialized field of study is
required. Moreover, certificates and credentials pertinent
to the position—such as licenses or specialized training—
may be specified in the job criteria. These specifications
may change depending on the area and applicable laws. In
addition, it is common to identify important talents, which
include both technical proficiencies pertinent to work
duties and interpersonal skills pertinent to team dynamics
and organizational culture.
Link Between Job Specification and Job Analysis Findings
For work responsibilities to be precisely defined and in line with
organizational goals, there must be a connection between job
descriptions and job analysis results. The results of a job analysis
serve as the basis for developing job specifications since they
highlight the precise tasks, obligations, abilities, credentials, and
other qualities needed for a given position. These results are then
translated into precise and succinct criteria by the job
specifications, which direct the process of locating, evaluating, and
hiring individuals for the role.
Since job requirements identify the skills and characteristics
required for successful work performance, they directly reflect the
knowledge gathered via job analysis. For instance, a job analysis
may show that a certain role calls for a particular set of technical
abilities, such mastery of a particular software package or
equipment operation. The job specifications, which outline the
necessary technical competencies for applicants, would take this
information into account.
The results of job analyses can help determine the minimal
requirements and desirable qualities for a position. These
requirements are stated in the job description to make sure that
applicants have the skills and traits needed to do the job well. For
example, a job analysis might show that, in order to be considered
for a managerial function, one must have at least five years of
experience in a related area. To make sure that candidates fulfill
the experience requirements, this requirement would be detailed
in the job description.
Overall, it is ensured that work duties are precisely defined,
conveyed, and successfully aligned with organizational needs via
the relationship between job specifications and job analysis
findings. Organizations can streamline the recruitment and
selection process of applicants who have the necessary skills,
qualifications, and traits to succeed in their roles by incorporating
insights from job analysis into job descriptions.
6. Contribution to Effective Recruitment and Selection
Process
Because they precisely outline the knowledge, abilities, and
experience needed for a given post, job descriptions act as a
cornerstone in the recruitment and selection process. Job
descriptions aid in the crucial process of matching individuals to job
criteria by providing a clear and concise explanation. These job
descriptions serve as a compass for recruiters, directing them in their
search for applicants who have the qualifications listed in the job
description.
Recruiters can strategically focus their recruitment efforts on specific
channels and techniques by having a thorough understanding of the
job criteria as outlined in the job description. Recruiters increase
their chances of connecting with the best candidate pool by
coordinating their recruitment efforts with the requirements
specified in the job description. By using a targeted approach,
recruitment efforts are made more concentrated and effective,
increasing the chances of identifying individuals who are qualified for
the role.
Job descriptions remain essential tools for recruiters as the hiring
process moves forward, especially when it comes to helping with the
screening and shortlisting stages. Recruiters assess candidates'
qualifications, abilities, and experience by comparing them to the job
description. Through a methodical comparison of candidates'
backgrounds with the job description's requirements, recruiters may
effectively weed out applicants who don't fit the bill or don't have
the requisite abilities.
Moreover, formal interviews are a crucial part of the hiring process,
and job descriptions lay the groundwork for them. Job descriptions
help define the essential skills and credentials needed for the
position, which helps with the creation of interview questions that
gauge a candidate's fit. Recruiters are able to impartially analyze
candidates according to how well they match the job requirements
specified in the job description thanks to this systematic technique,
which guarantees consistency and impartiality in the evaluation
process.
Ultimately, by precisely outlining job responsibilities and
expectations, job descriptions help to lower turnover and increase
employee retention. Candidates are better able to decide if they are
a good fit for the position when they are fully aware of the duties and
requirements of the position up front. Because of this clarity, there is
a decreased chance that candidates and job responsibilities will not
be a good fit, which lowers turnover and increases employee
retention. All things considered, job descriptions are essential to
making sure that the hiring and selection process successfully finds
and draws in applicants who are the most suited for the company,
which eventually helps to lower attrition and increase employee
retention.
7. CASE STUDY
NAME OF THE ORGANISATION- APOLLO HOSPITAL
Apollo Hospital has been growing size as it offers quality, promptcaring services to the patients. Dr. Chandrashekar the Administrator
is a person with good medical knowledge but lacks knowledge and
skills involved in human resources management. The hospital has
large quantities of medicine, equipment, spare parts of important
machines installed in the hospital. As usual, the Hospital has
employed a "storekeeper" with no previous experience of Hospital
Stores. Mr. Ramakant the storekeeper was working earlier in an
engineering firm and had sufficient knowledge of such stores.
Ramakant reports to the purchase Executive whose job is to order
requisite materials for requirements of the entire Hospital, Dr.
Chandrashekhar has been receiving various complaints from the staff
and doctors of non-availability of medicines, drugs, spares of
equipment and other consumables required in the Hospital having
500 beds. Since the hospital so far did not employ a qualified
Personnel Manager, the administrators are not aware of the job
analysis procedures, nor do they have job description and job
specification of any of the jobs being performed.
Questions:
1. Write down the job analysis, job description and job specification
of a storekeeper's job.
2. What specific standards and specification would you include in
the job description and job specification?
3. How would you go about in developing a standard job
description and specification?
Summary
Though Apollo Hospital is huge in size with 500 beds but its
administration is very poor. The cause of these the hospital has
employed inexperience "Storekeeper "and "Personal Manager". The
administrations are not aware of the job analysis procedures and job
specification of any of the jobs being performed.
Answer to the question no.1
A storekeeper's job analysis should cover:
1. Work activities
2. Human behaviors
3. Machine, tools, equipment and work aids
4. Performance standards
5. Job context
6. Human requirements
(Other skills and Qualifications)
1. Analyzing Information
2. Judgment
3. Verbal Communication
4. Managing Processes
5. Legal Compliance
6. Productivity
7. Quality Focus
8. Attention to detail
This job analysis can be used for:
1. Recruitment & Selection
2. Training and development
3. Performance Appraisal
A storekeeper's job specification should include:
1) Receives, stores, and issues supplies and equipment and compiles
records of supply transactions aboard ship: Verifies that supplies
received are listed on requisitions and invoices.
2) Stores supplies and equipment in storerooms.
3) Issues supplies.
4) Inventories supplies and equipment at the end of each voyage.
5) Compiles reports of expenditures.
6) May be designated according to the department worked in as
Storekeeper, Deck; Storekeeper, Engineering; Storekeeper, Steward.
A storekeeper's job description
EXPERIENCE
1. A minimum 2 years of experience is required.
2. Experience in selling products.
EDUCATION QUALIFICATION
 Candidate must have a bachelor degree.
SKILLS & KNOWLEDGE REQUIRED
 Candidate must have strong communication skills.
 Candidate must be very confident.
 Ability to give presentation in front of a large audience.
 Can perform under high pressure.
 Experience in cold calling & lead generation.
 Can make go to market strategy.
 Ability to work in an environment of constant change.
 Experience in working flexible environment.
 Should have a go getter attitude.
HIGH LEVEL OVERVIEW OF JOB REQUIREMENT
 Working as a key point between customer & organization
 Physical fitness
 Driving license
Answer to the question no.2
The standards and specifications we should consider while setting the
job description and specification:
 Standards should be mutually agreed upon by supervisor and
employee. It is absolutely essential that employees know and
understand the performance standards against which they will
be measured.
 Standards should be realistic and achieve.
 Standards should be set slightly above average. They should be
achievable but set to: make the employee strain a little.
 Standards should be flexible. It should be possible to amend the
standard if unforeseen circumstances arise that make the
standard unachievable.
Specifications that we should include in the job specification:
 They must know about how to receive, stores, and issue supplies
and equipment and compile records of supply transactions
aboard ship, Verify that supplies received are listed on
requisitions and invoices.
 Must Store some supplies and equipment in storerooms
 Must issue the supplies
 Inventories supplies and equipment at the end of each voyage
 Must be compiling the report of expenditures.
 Must be designated according to department working in as
Storekeeper, Deck Storekeeper, Engineering, Storekeeper,
hospital storekeeper
Specifications that we should include in the job description:
 Candidate must know strong verbal communication skill
 Candidate must be very confident in his/her job.
 Ability to perform under high pressure.
 Must have Experience in cold calling & lead generation
 Ability to work in any type of environmental situation of constant
change.
 Always show a great attitude with customer.
Answer to the question no.3
Write the job description I suggest: This company may have a format
for job descriptions so check with Human Resources. Often, however,
all HR expects is a list of the responsibilities and they prefer to develop
the final format congruent with other job descriptions across the
company.
These are the normal components of the job description:
 Main Activities/Responsibilities: This is a list of the main
responsibilities with an emphasis on contribution and outcomes,
and should be listed in order of importance. This statement is
appropriate because it includes information on the three
elements. mentioned above:
 What is done: Work is allocated
 To what or with whom: To four clerical assistants
 To achieve what end result: The smooth and efficient running of
the Departmental Office
 Overall position description with general areas of responsibility
listed.
 Essential functions of the job are described with a couple of
examples of each.
 Required knowledge, skills, and abilities, enquired about
education and experience.
 Review the job description periodically to make sure it accurately
reflects what the employee is doing and your expectations of
results from the employee.
 Use the job description as a basis for the employee development
plan (PDP) An employee's job description is integral in the
development of his or her quarterly employee development
plan.
CONCLUSION
The project concludes by highlighting the critical function that job
descriptions play in the hiring and choosing process. Job descriptions
provide as a fundamental tool for matching individuals to jobs,
directing recruitment efforts, and streamlining the screening and
selection of competent candidates by carefully detailing job criteria,
duties, and expectations. Additionally, job descriptions facilitate the
use of standardized interviewing procedures, guaranteeing
consistency and impartiality in the evaluations of candidates.
Crucially, thorough job descriptions lower attrition and increase
retention by matching candidates' interests and qualifications to
open positions, which promotes engagement and job satisfaction. All
things considered, this experiment emphasizes how important job
descriptions are to improving hiring practices and fostering
organizational success.
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