This document discusses how job descriptions can be a strategic tool for talent management processes when integrated effectively. It outlines how current job descriptions are often outdated and siloed, focusing only on compliance. A new paradigm is described where dynamic job descriptions support the full talent lifecycle through technology that facilitates content management and sharing across processes like recruitment, onboarding, performance management and succession planning. Effective job description templates and an online system are needed to realize this new strategic approach.

1. HOW JJOOBB DDEESSCCRRIIPPTTIIOONNSS CCAANN BBEE AA
SSTTRRAATTEEGGIICC TTOOOOLL FFOORR YYOOUURR TTAALLEENNTT
MMAANNAAGGEEMMEENNTT PPRROOCCEESSSSEESS
Presenter: Gordon Medlock, Sr. Talent Management
Consultant, HRIZONS
Moderator: Connie Costigan, Direct of Marketing, Halogen
Software

2. THE PPOOWWEERR OOFF JJOOBB DDEESSCCRRIIPPTTIIOONNSS
© 2014 HRIZONS, LLC

3. TTOOPPIICCSS
1. Job descriptions as the foundation of your
integrated talent management (ITM)
infrastructure
2. Current state of job description (JDs)
3. New paradigm for JD management
4. Creating dynamic job descriptions that truly
support all your ITM processes
5. How to leverage technology to build, manage,
and integrate JD content with ITM processes
6. Project management vision and challenges
when upgrading your JD content
© 2014 HRIZONS, LLC

4. JJOOBB DDEESSCCRRIIPPTTIIOONN CCOONNTTEENNTT
Job Description
- Job Info
- Job Summary
- Org Requirements
- Working Conditions
- Physical Demands
Qualifications
- Education
- Experience
- Certifications / Licensures
Competencies
- Organization Values
- Behavioral
- Job Specific
RECRUITMENT
- Job info
- Job summary
- Qualifications
-Competencies
* Job Requisitions
ONBOARDING
- Job expectations
- Org requirements
- Org values
- Job specific
competency
proficiencies
OBJECTIVES
- Competencies
PERFORMANCE
MANAGEMENT
- Competencies
DEVELOPMENT
- Job summary
- Qualifications
- Competencies
CAREER PLANNING
- Job Info
- Job Summary
- Working Conditions
- Physical Requirements
- Qualifications
- Competencies
SUCCESSION
- Job Info
- Job Summary
- Qualifications
- Competencies
TTAALLEENNTT MMAANNAAGGEEMMEENNTT
COMPENSATION
- Job Summary
* Benchmarking
Jobs
- Job Description
* Job Analysis
© 2014 HRIZONS, LLC

5. CCUURRRREENNTT SSTTAATTEE
Most organizations currently do not link JD content to most of
their talent management processes.
• Poor JD quality and/or outdated content
• Overwhelmed at the thought of upgrading 200, 500, 1,500, or
3,000 job descriptions
• Lack of enabling technology to manage JDs and upgrades of
content
• Not viewed as an integral component of ITM strategy
© 2014 HRIZONS, LLC

6. CCUURRRREENNTT SSTTAATTEE ((CCOONNTTIINNUUEEDD))
Silo mentality of job description ownership and management:
• Lack of alignment among key stakeholder groups
• Usually ‘owned’ by compensation and legal with focus on job
leveling and pricing of jobs
• Some coordination with recruitment for job postings
• Limited to no interaction with other talent management areas
• Poorly defined and controlled processes for creating, editing,
and approving new or revised job descriptions
© 2014 HRIZONS, LLC

7. CCUURRRREENNTT SSTTAATTEE ((CCOONNTTIINNUUEEDD))
Focused on compliance and not on strategic talent management:
• Structured to comply with EEO, ADA, FLSA, FMLA, fair
hiring and compensation practices, and other industry-specific
standards
• Protection of the organization against potential
employee law suits
© 2014 HRIZONS, LLC

8. EENNSSUURREE RRAATTIIOONNAALL CCOOMMPPEENNSSAATTIIOONN
SSTTRRUUCCTTUURREE
© 2014 HRIZONS, LLC

9. AND EQUITABLE HHIIRRIINNGG PPRRAACCTTIICCEESS
© 2014 HRIZONS, LLC

10. 10/08/14
NNEEWW JJDD PPAARRAADDIIGGMM
• Written to support the full suite of talent
management processes, not only
recruitment and compensation
• Managed in an online JD management
system
• Easily accessible to employees and line
managers for ongoing performance and
talent management
• Available to managers and HR
professionals to build, revise, approve, and
manage JD content
© 2014 HRIZONS, LLC

11. USES FOR JJOOBB DDEESSCCRRIIPPTTIIOONNSS IINN NNEEWW PPAARRAADDIIGGMM
• Recruitment
• Populate external job postings from system-generated
JDs
• Communicate job details to candidates
• Structure knock-out questions to narrow candidate
pool
• Create interview questions based on job description
content
• Onboarding
• Communicate job expectations
• Enable employee buy-in and acknowledgement of JD
• Structure onboarding orientation and training
© 2014 HRIZONS, LLC

12. UUSSEE CCAASSEESS ((CCOONNTTIINNUUEEDD))
• Performance Management
• Performance reviews reflect job description content
• Career Management
• Display of job progressions and requirements for
internal career development
• Learning and Development
• Skills and competencies linked to jobs/roles
• Required proficiency levels associated with
jobs/roles
• Links to learning and training programs to focus
development planning
© 2014 HRIZONS, LLC

13. UUSSEE CCAASSEESS ((CCOONNTTIINNUUEEDD))
• Succession Planning
• Analysis of potential successors based on job-related
competencies and skills
• Gap analysis of competency and skill assessments
related to required proficiency levels for the job/role
• Workforce Planning & Deployment
• Position management, including number of required
positions by area and related skill and competency
requirements
• Analysis of employee skill and competency
proficiency levels and experience in relation to
position requirements
© 2014 HRIZONS, LLC

14. NEW PPAARRAADDIIGGMM RREEQQUUIIRREESS EENNAABBLLIINNGG
TTEECCHHNNOOLLOOGGYY
• Management of large amounts of data related to
job description content
• Ability to automate and streamline processes to
create, edit, and approve jobs and job descriptions
• Providing easy access for new hires and employees
to acknowledge job descriptions
• Integration of job-specific competencies, skills, and
other criteria with relevant ITM processes and
applications
© 2014 HRIZONS, LLC

15. SE JD TEMPLATE SECCTTIIOONNSS -- BBEESSTT PPRRAACCTTIICCEE
• Job Information
• Job Title; Job Code; Job Family; Level; FLSA Status; Pay
Grade; Reports to
• Job Summary
• Job focus, purpose, scope of responsibility; used for
compensation, recruitment, onboarding, and career
development
• Job Responsibilities or Essential Functions
• Recruitment, Performance Management
• Option to include key performance indicators (KPIs)
• Competencies
• Recruitment, Performance Management, Employee
Development
© 2014 HRIZONS, LLC

16. SE JD TEMPLATE SECCTTIIOONNSS -- BBEESSTT PPRRAACCTTIICCEE
((CCOONNTTIINNUUEEDD))
• Education / Certifications / Licensure
• Experience Required
• Succession planning, recruitment
• Skills Required
• May be coordinated with development, learning, &
training, deployment, and workforce planning
• Physical Requirements
• Working Conditions
• General Requirements & Disclaimer Statement
© 2014 HRIZONS, LLC

17. TEMPLATE DESIGN IINN TTEECCHHNNOOLLOOGGYY PPLLAATTFFOORRMM
© 2014 Halogen Software Inc.
© 2014 HRIZONS, LLC

18. Learn more about job description best practices!
Watch the full webinar to discover how you can more easily and
effectively create and manage job descriptions and use them as
the foundation for your strategic talent management programs.
Watch now!
Visit our website to learn more: www.halogensoftware.com
© 2014 HRIZONS, LLC