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By Scott Roberts, eHow Contributor

updated: July 16, 2010

 

Job descriptions are important for legal purposes as well as hiring purposes.

According to Aurora University, a job description "describes the purpose, duties, responsibilities,
tasks and relationships of a particular job." While the obvious purpose is to let your potential
applicants know a position is available and what the nature of the job is, job descriptions also serve
legal and organizational purposes and must be carefully written to avoid lawsuits or internal conflicts.




2.Ê che external job description is the one you post for potential applicants. It lists the title and essential
functions of the job, outlines duties and responsibilities and may include administrative information
such as the responsibilities of the overall department and the position of the job's supervisor. It should
also list necessary qualifications, including skills, education and experience. Most external job
descriptions indicate the salary and benefits offered for the position. chough they need to be brief,
they should also be specific so that you're not inundated with applications from people who are
unqualified.

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Ñ.Ê A generic or general job description describes the job in broad terms. Depending on the size of the
organization and the number of similar job positions within it, the generic description may be used as
a template for department heads to craft more specific descriptions for jobs under their purview.
However, the Poindexter Consulting Group warns that generic job descriptions can open a company
to problems with the Equal Employment Opportunity Commission, which enforces the Americans
with Disabilities Act. chis act mandates that employers not discriminate against qualified disabled
people who are able to fulfill the "essential functions" of jobs. If a generic description doesn't detail
what the essential functions are, you could create the appearance of discrimination.

Moreover, the government uses job descriptions to determine that employers are following legal
guidelines regarding equal pay and opportunities for overtime. Generic descriptions that don't specify
wages and hours won't protect you if your organization comes under government scrutiny.
 


.Ê che internal job description contains the same information as the external one but goes into more
precise detail, according to the Grand Roads Executive Search firm. che administrative information,
for example, may include the name and job title of the position's supervisor. Internal descriptions of
higher level jobs may list metrics such as how much revenue the jobholder is expected to generate,
how many clients or accounts she will oversee or service or how many employees she will supervise.
A well-written, thorough job description ensures everyone knows what your expectations of the
position are so that Human Resources can hire the right person, the person hired understands what to
do and you're legally protected if the new hire doesn't meet those expectations.

Read more: che cypes of Job Descriptions | eHow.com http://www.ehow.com/list_67Ñ 25_types-job-

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