Webinar - Job Descriptions HR's Foil or Great Resignation Savior.pdf

JDXpert.com | © JDXpert. All Rights Reserved.
Presenter – Don Berman
Don Berman – VP of Sales/Marketing & JD Expert
Don Berman has spearheaded the adoption of HR and talent
management applications and technology-driven best practices at large-
and mid-sized companies throughout the U.S and abroad. As JDXpert co-
founder and VP of Sales and Marketing, Don was instrumental in evolving
the focus of JDXpert’s Talent Management platform toward a Job
Description-centric model that resulted in JDXpert becoming the market
leader in Job Description Management solutions.

Job Descriptions:
HR’s Foil or a Great Resignation Savior?
Presented by Don Berman

Why Manage Job Descriptions?
A Critical Issue for Strategic HR/Compensation
A clear understanding of the Job is Required to:
Recruit the right people
Evaluate employee
productivity & performance
Protect your company from
regulatory sanctions--
FLSA, ADA, Equal Pay
Identify and retain top
performers
Identify and manage
bottom performers
Benchmark/Evaluate
jobs to compensate
employees fairly
Develop an equitable
salary structure
Protect your future with
effective succession plans
Motivate employees with
engaging Career Paths
Identify Employee
Training Gaps

ROI of Knowing Your Jobs
• In most organizations, total
human capital costs average
upwards of 60% of operating
expense.
• Yet in a recent survey, NOT one
company surveyed was
completely satisfied with their job
descriptions and only 28% said
they were somewhat satisfied.
HC or
Workforce
Costs
Other Costs
https://zdoc.site/managing-an-organizations-largest-
cost-the-saba-software.html
http://www.hrtms.com/blog/survey-says
Inconsistent
Format
Duplication
Other
Outdated
Inconsistent w/
actual duties of
job
Somewhat
Satisfied w/ JDs

ROI of Knowing Your Jobs
• Job data is a foundational element
• Job information is the cornerstone
of what we do:
• Human Resources
• Talent Management
• Compensation
Where do we keep this critical dataset?
THE JOB DESCRIPTION

Are Your Job
Descriptions an…
• An Anchor
• An Iceberg
• An unhealthy relationship
• An unrelenting source of angst

© HRTMS Inc.
All Rights Reserved
hrtms.com
919.351.JOBS
• A robust up-to-date job
description repository can
ensure that all aspects of your:
• HR
• Talent management
• Compensation
• Compliance
• Are all working in synchrony by
leveraging accurate, up-to-
date understanding of the
work people actually do!
Or an HR Power Source

Agenda
• Current labor market
• How job descriptions and technology can help:
o Retain talent, Improve engagement and diminish burnout
o Avoid hiring mistakes
o Expand your talent pool
o Support effective compensation
o Deal with challenges of remote work

Poll
If you were to rate satisfaction with your job descriptions
on a scale of 1-10 (1 is lowest) – where would you land?

Reason for Concern
72%
Hiring
Managers
36%
Job Candidates
1 in 4
workers plan on quitting
their job in 2022
72%
Hiring
Managers
36%
Job Candidates
73%
workers would
consider leaving
their job
72%
Hiring
Managers
36%
Job Candidates
87%
consider improved
retention a critical
or high priority
72%
Hiring
Managers
36%
Job Candidates
50%
difficulty retaining
their most valued
employees
Resume Builder, Business Insider, Bonusly

Burnout, Engagement and Retention

Retention
Formula for Retention

Poll
Which of the following are you finding to be the main
driver of poor retention?
A. Employee Burnout (Poor Work/Life Balance)
B. Company Culture
C. Lack of Employee Engagement
D. Employee seeking better Comp and Benefits
E. All of the Above
F. Other

Burnout
77%experienced burnout at
their current job
83%
personal relationships are
negatively impacted by burnout
25%
never or rarely take
days off work
48%
call themselves workaholics
Zippia

What is Burnout?
• According to the World Health Organization (WHO)
Occupational burnout is a syndrome resulting from chronic work-related stress, with symptoms
characterized by "feelings of energy depletion or exhaustion; increased mental distance from one’s job,
or feelings of negativism or cynicism related to one's job; and reduced professional efficacy.
• Causes of Burnout
Harvard Business Review
Values
Mismatch
Fairness
Community
Reward
Perceived
Lack of
Control
Workload

Burnout: Why Job Descriptions Are Important
• Burnout is a complex issue with multiple causes
Impact on these causes of Burnout A clear understanding of work
from an effective job description can:
Workload: Unclear or overly demanding job expectations Can provide a clear definition of the work to be done
Lack of Control: Feeling like you have little or no control over
your work
Delineate what is and what is not a part of the job
Reward: Lack of recognition or reward for good work Define what success looks like for the position
3 out of 6
or the Causes of Burnout are related to Job Descriptions

Engagement > Retention
59%
less likely to change careers in the next
12 months
greater profitability when business
units are highly engaged
21%
when employees have positive
experiences at work
21% > 44%
Retention rates increase from
G2, Access Perks
Engaged employees are

Why Employees Leave
McLean & Company
Turnover factors Rank
Opportunities for career advancement 1
Satisfaction with my role and responsibilities 2
Base pay 3
Opportunities for career-related skill development 4
The degree to which my skills were used in my job 5
Are directly dependent upon job descriptions
4 out of 5

Engagement: Why Job Descriptions Are Important
• Employees are engaged when they are successful
o Accurate and detailed job descriptions help describe that
success
o Making the job description available and part of regular check-ins
amplifies this effect
o Job descriptions impact training, succession, knowledge of
responsibilities, etc.

Engagement: What To Do
• Job descriptions must be consistent with the actual duties and
responsibilities of the job
• Allow employees to view acknowledge and comment on their job
description
• Develop career paths to provide a guide for employee growth in your
organization
• Provide tools for employees to plan their careers

Engagement: What JDXpert Clients Are Doing
72%
Hiring
Managers
36%
Job Candidates
3x
More clients
implementing or
planning to implement
career architecture
72%
Hiring
Managers
36%
Job Candidates
30%
Roll out the job
description
repository to all
employees
72%
Hiring
Managers
36%
Job Candidates
15%
Implement employee
job description
acknowledgements

• Most use JDX to publish
career ladders online
• Use revision process to
ensure coherent
hierarchies
• Route JDs/Career
ladders to stakeholders
for revision and
approval
Engagement: What JDXpert Clients Are Doing

Talent Acquisition is Fraught
$4425
average cost per hire
of the individual’s first-year
expected earnings
30%
Deloitte, SHRM, Northwestern University, Zippia
Cost of a bad hire
average time to fill a position
36 days
to make up money spent on new hire
6 months
of new hires fail within the first year
26%

Hiring Mistakes: Why Job Descriptions
Are Important
72%
Hiring
Managers
36%
Job Candidates
43%
Candidates don’t
have the right hard
skills
72%
Hiring
Managers
36%
Job Candidates
29%
Candidates don’t
have the right soft
skills
72%
Hiring
Managers
36%
Job Candidates
29%
Difficult separating
essential from
preferred
qualifications
72%
Hiring
Managers
36%
Job Candidates
24%
Difficult to identify
the necessary soft
skills
VisualCV

Hiring Mistakes: What To Do
• Job descriptions must be accurate, up-to-date, and reflect what
people actually do
• Capture marketing summaries, organizational summaries, and
vetted job data to construct job postings for specific purposes
• Automate interface between your job information and your ATS

• Over 80% of JDX clients have
implemented an automated
interface with top ATSs
o Background Interface
o Attended interface
o Realtime interfaces (Workday)
• Competencies
• Interview Guides
Hiring Mistakes: What JDXpert Clients Are Doing
ATS

Poll
What steps are you taking (or considering) to increase your
talent pool?
A. Not taking any steps
B. Revisiting compensation packages
C. Implementing skills-based recruiting
D. Debiasing your job descriptions
E. Accepting remote applicants
F. All of the above
G. Other

50%
of employers experiencing extended job vacancies
Competing for Talent
67%
of the population does not have a four-year degree
3.8%
Low unemployment across the U.S. increases
competition for talent
Advanced Technology
Advancing technology is outpacing traditional
training and education
Gig Economy
Gig Economy may provide nontraditional candidates

What’s in a Pedigree-Based Job Posting?
• About the Company
• Job Summary
• Essential Functions
• Qualifications
o Education
o Experience
o Knowledge, Skill and Abilities
o Licenses and Certifications
o Physical Demands/Working Conditions
• Disclaimers

Pedigree-Based Job Posting
• What drives who you actually consider and
more importantly who will actually apply

What To Do: Competing for Talent
• Less weight on education and
experience because doing so:
o Drastically expands the talent pool
▪ By including those without
degrees
▪ By adding in those with
experience gaps or frequent job
changes
▪ Education level does not guarantee skills
• Understand there are many ways to
learn needed skills
• So, consider removing legacy
qualifications
Skillful, The Wall Street Journal

• Skills-Based Job Posting
• Focus on Competencies, KSAs and
Activities needed
o About the company
o Job Summary
o KSAs
o (Foundational) Competencies
o Example Activities (Essential Functions)
o Licenses and Certifications
o Physical Demands
o Disclaimers
What To Do: Competing for Talent

What To Do: Competing For Talent
More candidates
1
2
Pedigree/ Skills-
Based Recruiting
Accurate &
up-to-date job
descriptions
+ More diverse
candidate pool

What To Do: Competing For Talent
• We rely heavily on automation
during the recruitment process
• However, more than 10 million
workers could be excluded from
hiring discussions because they
don’t pass ATS filters
• In one example, 29,000 applicants
applied for an engineering job but
the company’s ATS determined
that not one person was qualified
for the job
Wall Street Journal, TED

The Impact of Bias in Job Descriptions
• Litigation
• Discourages candidates
who think the job is “not for
them”
• Narrows applicant pool

Impact of Debiasing on Increasing Talent Pool
72%
Hiring
Managers
36%
Job Candidates
21-33%
More profitable
Oleeo, Bonus.ly
72%
Hiring
Managers
36%
Job Candidates
50%
Better performance
72%
Hiring
Managers
36%
Job Candidates
19%
Higher innovation
revenue
72%
Hiring
Managers
36%
Job Candidates
67%
Job seekers consider
workplace diversity
important
72%
Hiring
Managers
36%
Job Candidates
50%
Employees want their
workplace to do
more to increase
diversity
72%
Hiring
Managers
36%
Job Candidates
78%
Employees said they
work at n organization
that lack diverse
leadership
72%
Hiring
Managers
36%
Job Candidates
46-58%
Orgs with above-
average diversity
outperform companies
with below-average
diversity

Types of Bias
Gender Bias Racial/Class Bias Age Bias Able Bias

Other Language that Reduces Applicants
• Jargon
• SOW
• Ad Hoc
• TPS report
• Excess superlatives
• Awesome
• Immense
• World-class

Debiasing in Action

Compensation & Retention
72%
Hiring
Managers
36%
Job Candidates
46%
Looking for new
for better
compensation
Ceridian, G2
72%
Hiring
Managers
36%
Job Candidates
58%
Would not apply
to a workplace
where there is a
pay gap
72%
Hiring
Managers
36%
Job Candidates
46%
Relatively high
salary is a factor
attracting most
job seekers

Compensation: Why Job Descriptions Are Important
• Salary Structures Career Ladders/Career architecture,
Benchmarking, grading, leveling jobs --All require a clear
understanding of the work people do
• For each role, a detailed job description is critically import for
market pricing
• Guesswork doesn’t cut it
o Inaccurate job descriptions = Inaccurate results

Compensation: What To Do
Detailed, accurate, and
up-to-date job
descriptions
1
Include job descriptions
during marketing pricing
process
2
Collate job information
with market pricing to
validate comp
decisions
3

Remote Work/Business Disruption

Poll
What percentage of formerly on-site jobs do you predict will
remain remote or hybrid permanently?
A. Less than 10%
B. 10-25%
C. 26-50%
D. 51-75%
E. More than 75%

ActiTIME, Achievers
Remote Work
72%
Hiring
Managers
36%
Job Candidates
77%
After COVID-19,
being able to WFH
would make them
happier
72%
Hiring
Managers
36%
Job Candidates
77%
Employees are
more productive
when they work
from home
72%
Hiring
Managers
36%
Job Candidates
25%
Lower employee
turnover for
companies who
allow remote work
72%
Hiring
Managers
36%
Job Candidates
28%
Claim work burnout
as a major
challenge
72%
Hiring
Managers
36%
Job Candidates
51%
Worry their manager
doubts their
productivity
72%
Hiring
Managers
36%
Job Candidates
44%
Start earlier or work
later to show
productivity to
managers

Remote Work: Why Job Descriptions are
Important
• Keeping job descriptions accurate in times of Business Disruption is
more important than ever:
o To keep employees focused on essential functions rather than working to satisfy
perceived performance measures.
o To monitor/evaluate/motivate remote workers
o Defend against litigation
o Understand what functions can be done remotely vs what needs to be done in
the office

Remote Work: What To Do
• Keep job descriptions up to date in the context of new work
environment
• Understand what tasks need to change or be done by other due to a
remote work environment
• Document changes to physical demands and working conditions for
ADA compliance

Remote Work Identification: What JDXpert
Clients Are Doing
• Identify Jobs as Remote
Capable
• Display Remote
Guidelines
• Allow stakeholder to
indicate items that can
not be done remotely

• Report on remote-
capable jobs
• Audit - remote capable
jobs requiring on-site
presence
Remote Work Identification: What JDXpert
Clients Are Doing

Adapting For Business Disruption: What
JDXpert Clients Are Doing
• Temporarily override job
data when disruption
occurs
• Edit content for disruption
• Automatically revert at
end date
• Useful for:
o Essential Function
o Physical Demands
o Working Conditions

Wrap-up
• Today’s labor market is challenging yet, job descriptions and
technology can help
• Understanding the work people do can help improve engagement
and diminish employee burnout and help retain valuable talent
• Job descriptions are a critical part of avoiding hiring mistakes
• Debiasing and skills-based recruiting can increase the talent pool you
draw from to fill those open positions
• A clear understanding of work is a prerequisite for competitive
compensation
• Remote work can attract talent, but accurate job descriptions can be
a key factor in managing them

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