Job Descriptions Not just a hiring tool anymore
Why job descriptions are foundational to your talent management programs.
Table of contents Introduction . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3 Job descriptions Job description analysis . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6 Recruiting and onboarding. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8 Performance management. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10 Compensation. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12 Learning and succession planning. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13 Job description resources Key questions for your organization . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19 Job description resources . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20 About Halogen Software. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21
Introduction
Analysis | Recruiting | Performance | Compensation | Learning & Succession
2 | Job descriptions – Not just a hiring tool anymore
Case Studies
Resources
About Halogen Software ©2015 Halogen Software Inc. All rights reserved.
Introduction
Introduction What’s in a job description? According to businessdictionary.com, job descriptions are “broad, general and written statements of a specific job, based on the findings of a job analysis.” Descriptions generally include duties, purpose, responsibilities, scope, and working conditions of a job along with the job’s title, and the name or designation of the person to whom the employee reports.
Job descriptions done right… Are a critical foundational component that supports all your talent management programs. Job Description Analysis
But formal definition aside, job descriptions are more than a document to be created, filed away and forgotten. They are (or should be) living, breathing documents foundational to all your talent management programs from recruitment and learning to performance evaluations to compensation and succession planning. The bottom line is that effective job descriptions will help you hire the right people for the job and successfully manage the performance and development of those already in the job. Additionally, job descriptions help support and justify decision-making and compliance requirements under laws and guidelines from legislative and regulatory bodies.
Compensation
Performance
Learning and Succession
Recruiting
Introduction
Analysis | Recruiting | Performance | Compensation | Learning & Succession
3 | Job descriptions – Not just a hiring tool anymore
Case Studies
Resources
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Introduction
A reluctance to get the job done
How job descriptions define culture
Despite the importance of job descriptions, many organizations currently do not link them to most of their talent management processes.
Organizational culture encompasses values and behaviors that contribute to the unique social and psychological environment of an organization.1
The reasons are varied, including:
How do job descriptions relate to culture – if at all? Although the role of job descriptions is to articulate the minimum requirements – not necessarily the mission, vision and values that define a culture – many organizations choose to include core competencies or values on their job descriptions. This helps to articulate the culture and define what it means to be a “fit” within the organization. These are common elements that may be transferred to a job posting because they help attract the right candidates to the organization.
People are overwhelmed at the thought of updating hundreds of job descriptions Job descriptions are perceived as lacking in validity (so why bother?) There’s no central system in place to maintain job descriptions Leaders don’t see job descriptions as a key component of an integrated talent management strategy But the fact is that ignoring job descriptions or not giving them the attention they need is not a good talent management practice. That’s because they form a strong foundation for recruitment, performance evaluations, compensation, learning and succession planning.
Introduction
Analysis | Recruiting | Performance | Compensation | Learning & Succession
Case Studies
4 | Job descriptions – Not just a hiring tool anymore
Resources
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1
The Business Dictionary. Organizational culture. – Accessed June 22, 2015
Introduction
What you’ll learn in this book:
This eBook contains six sections:
• Discover why job descriptions play a fundamental role across your talent management programs • Find out how you can adopt job description practices in your organization, using the Halogen TalentSpace™ suite
Section 1: Job description analysis: Getting the job done right from the start
• Read about companies who’ve adopted job description best practices
Section 2: Recruiting and onboarding
If a job description is valid, it:
Section 3: Performance management
Defines clarity of the role both for the organization and the employee Defines relationships within an organization
Section 4: Compensation Section 5: Learning and succession planning
Helps settle grievances Prevents misunderstandings
Section 6: Case studies – Three companies that follow best-practice job description management
Offers insight into the company’s structure Provides a basis to determine whether or not a person may perform the job
Now, let’s get started... Introduction
Analysis | Recruiting | Performance | Compensation | Learning & Succession
5 | Job descriptions – Not just a hiring tool anymore
Case Studies
Resources
About Halogen Software ©2015 Halogen Software Inc. All rights reserved.
Job description analysis
Job description analysis Getting the job done right from the start
If your organization doesn’t have job descriptions or they’re out of date, a critical first step in the process is to do a job analysis. Job analysis is a process for collecting information to help everyone in your organization to fully understand and describe the duties and responsibilities of a position as well as the knowledge, skills and abilities required to do the job. The goal of a job analysis is to get a complete picture of the position (i.e., what is done and how).
When done effectively, this analysis provides the information needed for writing job descriptions. Types of data collected will vary by organization, however here are some examples: Summary of duties (essential and non-essential)
Experience
Details of most common duties
}
duties
Supervisory responsibilities Educational requirements Special qualifications
Equipment/tools used Frequency of supervision Decision-making authority Working conditions Physical demands of the job
responsibilities knowledge skills
abilities
Introduction
The job analysis process isn’t just about establishing job requirements – it’s also the basis for your compensation strategy and critical to defensibility around physical/mental requirements of the job. For example, some industries have challenging working conditions, extreme physical requirements or unusual requirements. Being able to articulate these requirements is critical. Getting it wrong could be catastrophic in terms of workplace mishaps – and potential accidents down the road.
Analysis | Recruiting | Performance | Compensation | Learning & Succession
6 | Job descriptions – Not just a hiring tool anymore
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Job description analysis
How to conduct a job analysis Typically, there are three methods for conducting a job analysis:
Questionnaires
Interviews
Observation
Although questionnaires are the most popular, they can be difficult to respond to, resulting in a lesser quality of information or not enough information to build a solid, detailed job description. Interviews can provide good insight into what’s required for the job, but it’s best to interview more than one individual to get a pool of responses so information is not skewed. The observation method can yield good information as well, but there is a danger of personal bias, and likes and dislikes getting in the way of delivering genuine results. Often, a combination of methods can be particularly effective by bringing out important hidden or overlooked information.
Who’s responsible for creating job descriptions? The best job descriptions are created not by HR alone, but in collaboration with the various stakeholders who have a deep understanding of the requirements for the role. This collaborative approach helps ensure job descriptions accurately communicate roles, responsibilities and accountabilities.
5 steps for conducting a job analysis 1. Identify the job(s) to be analyzed. 2. Determine the procedures to be used (methods) in collecting job data. 3. Implement the job analysis methods. 4. Review the data collected through job analysis. 5. Summarize and document the data collected.
Introduction
Analysis | Recruiting | Performance | Compensation | Learning & Succession
7 | Job descriptions – Not just a hiring tool anymore
Case Studies
Resources
About Halogen Software ©2015 Halogen Software Inc. All rights reserved.
Recruiting and onboarding
Recruiting and onboarding Use job descriptions as a source of information for all of your talent acquisition activities. When it comes to making important recruiting decisions, your mission is clear: You want to ensure you have the right person for the right job. Job descriptions help articulate the knowledge, skills, abilities, competencies or other relevant job requirements that are necessary to find the right people. As mentioned in the previous section, the best place to start is by conducting job analysis. A job analysis will help you understand the difference from one job from the next and what is required in order to search and find the ideal person for the role. Without collecting and capturing these details in a job description your organization runs the risk of putting square pegs in round holes. This can result in low productivity, job dissatisfaction, increased turnover, high training costs, low engagement – all those effects of not having clarity of role or the right people in the right role.
Introduction
Smoother recruiting Job descriptions identify the knowledge, skills, experience and certifications, and essential functions for a job that should be included in a job requisition. This means that your job requisition/posting can more accurately reflect the requirements of a role, and your recruiters can more easily identify suitable candidates. Further, job descriptions provide a more solid foundation for interview questions and clear criteria for evaluating and selecting the right candidate for the job. Finally, job descriptions can help assure selected candidates that the job they’ve been interviewed and hired for is the one that they’ll do. They also know, right from the start, what they need to do to succeed in the role, which takes some of the uncertainty out of accepting a new job.
Analysis | Recruiting | Performance | Compensation | Learning & Succession
8 | Job descriptions – Not just a hiring tool anymore
Case Studies
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Recruiting and onboarding
Clarity of role and accelerated onboarding During the onboarding process, job descriptions facilitate that all-important conversation between the manager and the employee, making sure that the manager can explain the role, its connection to the business, expectations for the role, and ultimately, from an acknowledgement standpoint. This clarity of role ensures the new employee can become a valuable contributor to the business faster.
Tip: Use best-practice templates The best way to create and manage consistent, concise and effective job descriptions is to start with bestpractice job description templates. A well-designed template ensures employees, managers, HR and the organization overall get all the information they need, while making the associated tasks easier for everyone. View and download these example job description templates to help you and your organization create best-practice job descriptions.
Introduction
Analysis | Recruiting | Performance | Compensation | Learning & Succession
9 | Job descriptions – Not just a hiring tool anymore
Halogen Solution Halogen Job Description Builder™ is designed to help you with your talent acquisition process, but also benefits new employees by providing them a job description when they start with the organization. Additionally, the solution keeps a record of sign-off/acknowledgement from the employee confirming, “Yes, I get my job. I understand what these requirements are, and I have talked about them with my manager.” Using Halogen Job Description Builder with the rest of the Halogen TalentSpace modules allows you to automatically generate appraisals, assessments, and job requisitions based on your job descriptions. Job requisitions can kick off onboarding programs and learning paths for new employees. With Halogen’s Job Description Builder you’re never forced to compromise and use one or more static templates for your job descriptions. It allows you to configure as many custom job description templates as you want and need. Include any – and all – sections important to your organization.
Case Studies
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Performance management
Performance management
One of the keys to having an effective and valid employee performance management process is to tie reviews directly to job descriptions Job descriptions define the criteria that an employee will be evaluated against. They should be used as input when creating performance appraisal forms, establishing goals and assessing performance. The clarity they provide managers and employees helps drive alignment, productivity, performance, satisfaction and engagement.
Job descriptions help provide a benchmark that managers can use to evaluate performance and determine appropriate learning activities (training, mentoring, etc.) to help employees close any skill gaps and ultimately drive higher performance.
Introduction
Eliminating unwelcome surprises at annual review time One of the more common complaints managers hear at annual performance review time is that an employee is surprised – maybe even completely blindsided – at the feedback or the ratings they receive. However, when done effectively, performance management ensures that employees always know exactly what’s expected of them and that, when annual review time rolls around, it will be without those surprises that can quickly turn a motivated worker into a disengaged one. Ongoing performance management along with a detailed job description can help eliminate the surprises by articulating the duties/tasks an employee is accountable for and the required behaviors to perform those duties successfully. These behaviors are defined, ingrained and measured in the organization through competencies – the observable and measurable knowledge, skills, abilities and attributes that lead to high-performance and success in a role or in the organization. In other words, competencies are a way to describe “how” work gets done.
Analysis | Recruiting | Performance | Compensation | Learning & Succession
10 | Job descriptions – Not just a hiring tool anymore
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Performance management
Driving higher performance Throughout the performance management process, which should be an ongoing year-round activity, managers can compare job descriptions against performance and goal progress to determine where skill/competency shortfalls exist. With this insight, they can determine appropriate learning training activities (training, mentoring, etc.) to help employees close those gaps and ultimately drive higher performance. To get a broader, fairer view of individual performance, try using 360-degree feedback or multirater reviews. As part of the performance review process, job-essential duties and competencies can be incorporated into 360-degree feedback reviews. And important thing to remember that competencies or duties included in the peer-to-peer evaluation be consistent with what’s being evaluated from a manager and employee perspective.
As part of the performance review process, job-essential duties and competencies can be incorporated into 360-degree feedback reviews.
Introduction
Analysis | Recruiting | Performance | Compensation | Learning & Succession
11 | Job descriptions – Not just a hiring tool anymore
Halogen Solution With Halogen Job Description Builder, you can ensure that every job description you create contains key core competencies that reinforce your winning culture, align with your organizational values and drive continued business success. You can also automate the process of updating position descriptions using a configurable workflow, and ensure your descriptions include competencies, capture essential details and are current and consistent across the organization. You can even have employees regularly review and sign off their position descriptions, so they clearly understand expectations. Competency management lays the foundation for talent management and is required for effective and successful performance of a job or task. Halogen Job Description Builder leverages a common competency library. You can link specific sections in the job description to your employee performance appraisal and competency assessment forms to create a common language around performance. When a change is made to a job description in Halogen Job Description Builder, the corresponding performance appraisal forms are automatically updated and when changes are made to competencies, the job description is automatically updated. This reduces work for HR and ensures employees are always evaluated on the right skills and competencies.
Case Studies
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Compensation
Compensation Use job descriptions to ensure your organization fairly and accurately manages job classifications, merit matrix, pay decisions and benefit allocations. Job descriptions make it easier for compensation teams to compare and grade jobs fairly and consistently, and define appropriate salary scales, making compensation more transparent and equitable. A job description serves as a foundation for job evaluation, which is the process of understanding the relative worth of jobs based on qualification requirements, skills, knowledge and any other requirements. This underscores the importance of conducting a job analysis. See section 1: Job description analysis: Getting the job done right from the start. Without job analysis and a well-crafted job description, organizations can compromise their total compensation strategy, resulting in the inability to maintain a competitive edge in the labor market (i.e., attracting, recruiting and retaining top talent).
Introduction
Analysis | Recruiting | Performance | Compensation | Learning & Succession
12 | Job descriptions – Not just a hiring tool anymore
Halogen Solution With Halogen Job Description Builder, you can establish a strong Job Family and Job Level classification system that supports your pay-for-performance program. Then, using Halogen Compensation™ and Halogen Performance™, you can suggest compensation adjustments that adhere to the job classification system and tightly link merit-based pay to accurate performance evaluation and ratings.
Case Studies
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Learning and succession planning
Learning and succession planning Use job descriptions to define the competencies relevant to your talent pools and as a basis for learning and development
Having solid job descriptions can support stronger learning and development programs in your organization. From a learning perspective, if you understand expectations for a role – and identify what gaps or different levels of performance exist within – you can determine suitable learning activities for these competencies.
When it comes to employee learning and development, job descriptions benefit everyone across your organization: Learning and development teams can define and develop a learning offering that meets the needs of the organization, as well as learning paths for development and progression in a specific role and/or area Managers can better identify and address their employees’ performance gaps and learning needs Employees can see what knowledge/skills/experience/ certifications they require for success in their current role or need to develop to move into a new role
Introduction
Closing gaps and making moves Job descriptions and competencies provide clarity on what is required from one role to another. For example, if communication is a key competency but a skill gap exists, the next step should include determining training activities or kinds of learning paths that will help the employee build greater strength in that competency. From a leveling prospective, if you know which communication skills are required for an individual contributor versus a supervisory level, learning and development can be focused on making those connections and how to close gaps in the current level and move employees to the next level. Activities for developing employees could include formal training, onthe-job training, mentoring and other informal learning activities.
Analysis | Recruiting | Performance | Compensation | Learning & Succession
13 | Job descriptions – Not just a hiring tool anymore
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Learning and succession planning
Onwards and upwards – or outwards Job descriptions also play an important role in succession planning. Because job descriptions identify what a person needs to be successful in a key role/ area, they can help define the proficiency requirements for a talent pool. For example, if you’re looking to fill a specific position, having well-defined, job-specific criteria in place will help you identify the strongest candidate. Using job descriptions as your foundation enables you to build bench strength and the have the talent ready – via talent pools – to jump into any role at any time.
For learning and development teams, job descriptions can be used to create curricula or learning paths that support career advancement. Job descriptions also help employees and managers with career and development planning and decisions about role changes and/or promotions.
Introduction
Analysis | Recruiting | Performance | Compensation | Learning & Succession
14 | Job descriptions – Not just a hiring tool anymore
Case Studies
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Learning and succession planning
The benefit of transparency When it comes to job description management, having a certain level of transparency can be very important – especially from a career development perspective. Employees who are interested in another job within the organization can see the requirements for the position, determine what skills they lack, see what a learning path might look like and then have a discussion with their manager. It’s essentially the same from a succession planning and talent pool standpoint. Job descriptions that are comprehensive, transparent and up-to-date, provide employees with insight into different areas of interest they might want to explore further, and even areas that they didn’t know they were interested in. Transparency in job descriptions can help organizations gauge employee interest or lack of interest in other roles, which can lead to more effective succession planning.
Introduction
Analysis | Recruiting | Performance | Compensation | Learning & Succession
15 | Job descriptions – Not just a hiring tool anymore
Halogen Solution With Halogen Job Description Builder, providing job transparency is simple. You can give employees and managers online access to current and previously assigned job descriptions – and also make job descriptions accessible to the entire organization through the Job Description Repository. For career management purposes, Halogen Job Description Builder can help employees uncover internal opportunities and encourage internal mobility, resulting in more motivated and engaged employees. Halogen Job Description Builder integrates seamlessly with Halogen Performance and Halogen Learning, which enables you to link performance and learning management, measure effectiveness and the impact on your organization’s bottom line.
Case Studies
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Three companies that follow best-practice job description management
Read the full Bank of Oakridge story »
Bank of Oakridge Creating an environment that promotes learning and professional development is central to the corporate culture at Bank of Oak Ridge, a community bank with locations across North Carolina. To foster those values, the bank uses Halogen TalentSpace – a cloud-based talent management suite that links performance and development, and helps them meet regulatory requirements.
For Ladd, Halogen Job Description Builder provides true value. “When a job description is created or updated, competencies are immediately reflected in the employee’s appraisal form. It’s seamless, centralized and we don’t have to think about it. We know it works, and the benefit is that we know our job descriptions and talent management processes reflect the culture and values of our organization as well as the critical job specific competencies for each role.”
An integral part of this solution is leveraging Halogen Job Description Builder, a solution that ensures every role has a job description that reflects the competencies needed to succeed in the role – and also be mapped to the bank’s performance and learning management processes. This means if there are performance gaps or training requirements that need to be met, managers can discuss them with employees during their meetings to review the employee’s performance and immediately assign learning and training as needed. Further, the ability to manage and update job descriptions from one central, shared online repository provides consistency to the process. And because employees always have access to the latest version of their job descriptions, the system helps to ensure they are aware of their job responsibilities.
Introduction
Analysis | Recruiting | Performance | Compensation | Learning & Succession
16 | Job descriptions – Not just a hiring tool anymore
Case Studies
“With Halogen Job Description Builder, we can ensure employees and new hires have the right skills to succeed because the associated competencies written into each job description are automatically integrated into our performance and learning management processes.” Wanda Ladd, Director of Human Resources.
Case Studies
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Three companies that follow best-practice job description management
Case Studies
Read the full Methodist Hospitals story »
Methodist Hospitals Methodist Hospitals is one of the best hospitals in Indiana, ranking 13th overall out of 175 hospitals in 2013–14 (U.S. News & World Report Best Hospitals). It’s a not-for-profit, community-based healthcare system that provides services to individuals who may not be able to pay for them. As a “safety net hospital,” they’re always looking for ways to improve efficiencies, while maintaining patient satisfaction.
additional 380 evaluation forms. I shudder when I think of the work involved,” says Klein.
A few years ago, Methodist Hospitals had hundreds of different job descriptions stored in independent documents. There was no consistency between the terminology used to describe job families or competencies. This made searching job descriptions impossible, and maintaining and updating them very time consuming.
The seamless connection between many job descriptions and the organization’s performance management process has helped the hospital maximize its use of ongoing performance management processes.
Methodist Hospitals turned to Halogen Job Description Builder and Halogen Performance to help digitize and manage their existing job descriptions and seamlessly link them to appraisal forms.
“There’s a big cost in terms of overhead and administrative burden for every additional job description,” says Ed Klein, Director of Compensation, Benefits and HRIS. Since the job descriptions were used as the basis for employee appraisal forms, the team at Methodist Hospitals found creating individual appraisal forms for each job description overwhelming. “Back in the dark ages, we had to create an appraisal form for each of our job descriptions — so our 380 descriptions converted into an
Introduction
Analysis | Recruiting | Performance | Compensation | Learning & Succession
17 | Job descriptions – Not just a hiring tool anymore
“Now I have one form that automatically pulls in correct job descriptions, and through the magic of Halogen, takes care of weighting and scoring and aggregating important performance management data.” Ed Klein, Director of Compensation, Benefits and HRIS
Case Studies
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Three companies that follow best-practice job description management
Cabell Huntington Hospital Located in Huntington, West Virginia, Cabell Huntington cares for patients from more than 29 counties throughout West Virginia, eastern Kentucky and southern Ohio. Opened in 1956, it is also a teaching hospital and is affiliated with Marshall University Schools of Medicine and Nursing. When a new Vice-President of HR came on board, he reviewed existing processes and identified areas for improvement. First, performance appraisal rates need to be improved and the whole process re-evaluated. Furthermore, most of the Hospital’s paper-based job descriptions and evaluation tools were outdated and, in most cases, not connected to each other.
Halogen has enabled the Hospital to achieve on-time employee appraisal completion rates that meet or exceed Join Commission requirements. The Hospital has also experienced significant savings as a result of reducing time, effort and paper.
Once the performance review process started, multiple hands had to touch each paper appraisal form. With multiple copies of each appraisal circulating, there was the potential for privacy and security issues. As soon as appraisals were completed and approved they needed to be archived. “Our files were getting monstrous; we were simply running out of space,” said Michelle Getter, HR representative.
Analysis | Recruiting | Performance | Compensation | Learning & Succession
18 | Job descriptions – Not just a hiring tool anymore
Read the full Cabell Huntington Hospital story »
Since implementing Halogen TalentSpace for healthcare, Cabell Huntington Hospital has been able to regulate which forms are used. Before Halogen, the Hospital had six different forms in use. Some appraisals contained goal sections or tied back to the job descriptions while others did not.
HR would send the necessary documents to managers who had employee appraisals due. Often managers expressed how overwhelming it was to deal with the piles of paper. Complaints aside, the HR team had to keep unhappy managers on track, costing the hospital considerable time and money.
Introduction
Case Studies
“The main difference between what we were doing on paper and what we are now doing online is consistency. Everyone is using the same basic form, though each of the 300 different forms has been configured for a specific job.” Michelle Getter, HR representative
Case Studies
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Job description resources
Key questions for your organization Do your job descriptions clearly communicate the minimum role requirements and expectations for each role?
Do all your employees have up-to-date job descriptions?
Do your job descriptions clearly identify what is required for employees to move from one role to another?
Do your job descriptions include the core, leadership and job-specific competencies that lead to high performance in your organization?
Are job descriptions considered a fundamental resource to aligning your talent management programs for recruitment, learning and development, performance management, compensation and succession planning?
Do you review your jobs descriptions on a regular basis to ensure they reflect current job requirements? Do you do this after major organizational change, a shift in the marketplace or other major business events that impact your jobs?
Introduction
Analysis | Recruiting | Performance | Compensation | Learning & Succession
19 | Job descriptions – Not just a hiring tool anymore
Case Studies
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Job description resources
Job description resources
Here are some additional resources that might be of interest to you: To learn more about job descriptions, visit the Learn section of the Halogen website.
Job description templates: Use these templates as inspiration to help you and your organization create better job descriptions.
You’ll find “How-To” articles, webinars, whitepapers, forms and templates, at the job descriptions center of excellence.
Article: The pivotal role job descriptions (should) play in your talent management programs. Dr. Gordon Medlock explains the pivotal role that job descriptions should play in your talent management programs.
And become a regular reader of our TalentSpace blog.
Introduction
Infographic: Mission possible infographic. Get the visual on how you can develop job descriptions that help drive performance.
Analysis | Recruiting | Performance | Compensation | Learning & Succession
20 | Job descriptions – Not just a hiring tool anymore
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About Halogen Software
About Halogen Software We hope you’ve found this resource valuable in your talent management journey. At Halogen, our vision is to help organizations like yours build a world-class workforce that is aligned, engaged and delivering exceptional results. We know that your people can be a sustainable competitive advantage. If you’d like to access the latest thinking on each of the talent management facets discussed here, check out Halogen’s TalentSpace Blog.
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Halogen Software offers an organically built cloud-based talent management suite that reinforces and drives higher employee performance across all talent programs — whether that is recruiting, performance management, learning and development, succession planning or compensation. With over 2,100 customers worldwide, Halogen Software has been recognized as a market leader by major business analysts and has garnered the highest customer satisfaction ratings in the industry. Halogen Software’s powerful, yet simple-to-use solutions, which also include industry-vertical editions, are used by organizations that want to build a world-class workforce that is aligned, inspired and focused on delivering exceptional results.
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Introduction
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21 | Job descriptions – Not just a hiring tool anymore
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