A job description or JD is a written narrative that describes the general tasks, or other related duties, and responsibilities of a position.
Having up-to-date, accurate and professionally written job descriptions is critical to an organization's ability to attract qualified candidates, orient and train employees, establish job performance standards, develop compensation programs, conduct performance reviews, set goals and meet legal requirements.
Job descriptions are then used to develop effective EEO/ADA, HR planning, recruiting, and selection initiatives; to maintain clear continuity between compensation planning, training efforts, and performance management; and to identify job factors that may contribute to workplace safety and health and employee/labor relations.
This manipulation can involve altering the stated qualifications, responsibilities, or requirements of a job posting in a way that may not necessarily align with the actual needs of the position.
However, in cases of job description manipulation, these qualifications may be adjusted or exaggerated to either include or exclude certain candidates.
[6] Ultimately, this manipulation is driven by various factors, including organizational biases, outdated job specifications that misalign with potential applicants’ KSAs, personal preferences, or attempts to create a facade of inclusivity.
Job description manipulation serves an exclusionary function within recruitment processes, often deterring racialized applicants from applying or limiting their participation in career advancement opportunities.
It not only offers a way to earn a living and achieve financial growth but also serves as a foundation for self-esteem and meaningful involvement in society.
To meet Joint Commission guidelines, healthcare organizations must maintain up-to-date, accurate, complete and properly written job descriptions.