Job Description - What To Look For In An Job Description That Will Outline Your Success

A job description is essential for your career success! Whether you are getting a promotion or contemplating a new position. So often you will find that small businesses, 100 employees or less often do not have a human resource professional working for them. The danger of taking a job without clear written expectations is when it's time for your review. No one can remember what you agreed to a year or more ago when you took the position. Question: How will your success be measured? Will it be based on your boss having a good day? How can you hit the target if you are not sure where to aim or spend your energy? A job description is for your protection along with an offer letter! If you find yourself in an interview where the job sounds interesting and exciting than follow these simple rules and draft your own job description for the potential boss. It's in your best interest and it shows the employer that you are proactive and bring value to the organization before your first day on the job. Here are some simple rules to follow when drafting a job description.

Job Description Rule 1.

Know your title:

Be careful and not get hung up on a title. Titles can come a dime a dozen. I've interviewed many people that have had impressive titles but when I asked them what they did my impression of them changed for the worse. I found that it's what you do that counts. It's something that no one can take away from you. It is however important for some positions to have a title so that you can perform your job well. The difference between PR Coordinator or PR Director can make a big difference in the outcome of your audience/client.

Job Description Rule 2.

Know the position summery:

You should have a pretty good idea of the primary function & purpose of the job. All too often job seekers find themselves accepting an interview to a job they know nothing about. Some even come away from an interview and still don't know what job they were just considered for. These are not good signs!

Job Description Rule 3.

Know the essential functions:

Rule of thumb is that a good Job Description has a list of 6 no more than 7 key roles and responsibilities. These functions are listed as core responsibilities and then followed up by a small paragraph that gives a few examples or details so that the applicant understands his or her role.

Job Description Rule 4.

Know key working relationships:

Once you understand your new role you now need to understand how it relates to the department and or team. It's great if you can obtain a list of people you will need to work with that are essential to your success. See if you can get names, numbers and the purpose of that contact or individual. This will assist you in getting up to speed in the new position. Start collecting business cards in the interview process so that you can draft a small organizational chart in your head.

Job Description Rule 5.

Know the minimum requirements of the job

You need to know what the minimum requirements of the job are so that you can position yourself as the applicant that brings added value. Only when an offer is extended do you have a chance to negotiate your role what it looks like and even increase your pay.

Job Description Rule 6.

Know ADA (American Disability Act) Factors:

Learn what conditions you will be working under such as: the % of time required to stand, walk, sit, how much weight is expected for an employee to lift and or carry, environment, condition, hazards, fumes/dust/odors etc...

Follow these simple rules when putting a job description together and increase your chance to succeed! Go to http://www.activ8careers.com and read about how to negotiate the best deal after you get the job offer!

Often you will find upper level management / executives that don't always follow the exact roles of their job descriptions since they are often expected to go above and beyond their duties. That's when the job description is often more helpful for those that support upper management / executives. Real confusion occurs when employees lose sight of who is really in charge of change and to what extent?

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