When breaking down a job description from one of your skilled workers, you may find that they’re in fact performing the duties of several jobs. Due to the economy, many workers found themselves taking on additional roles as most organizations were forced to do more with less. According to the Labor Department, we’re actually producing more goods and services than before the economic slump — and we’re doing it with 6 million fewer workers.
So it’s no surprise that some positions encompass three, or maybe even four, job descriptions. But what happens when your skilled workforce leaves their job, and you need to fill the position with entry-level talent again?
With young professionals entering the workforce with less experience than your previous skilled workers, breaking down your job descriptions back into multiple positions might be necessary to fill your openings. Here’s why:
- It will be difficult to find the right candidate to fill the position as-is. If your former employee handled everything from social media marketing to packaging and shipping, it’s unlikely that you’ll find a candidate with the same qualifications to fill the opening. If you take an honest look back, when your former employee started their job did they really handle off of those things immediately? Likely not. So don’t set yourself up for disappointment by looking for a candidate to fill the position as it is currently structured.
- It’s easier to target the right candidates. Finding a young professional who is interested in social media marketing can be easy if you look in the right places or search for certain keywords. But finding someone who wants to go into social media marketing, product development, and audio/video editing can be a bit more challenging. By breaking down comprehensive job description and focusing it on one area, you’ll have a better idea of where the right candidate might be and where to target your recruiting efforts.
- You’ll provide additional opportunities to today’s young professionals. Although everyone has been hit by the poor job market and economy in one way or another, recent graduates have taken some pretty big blows. Because many Baby Boomers are still working beyond retirement age — and companies are doing more with less workers — many young professionals have not gotten a chance to start their career with a full-time job in their field. By creating three or four more jobs, you’ll help each new candidate gain the work experience they need to begin their career and eventually move up to bigger and better roles.
As economic recovery nears, and many of your older workers begin retiring, breaking down their job descriptions and separating their duties back into multiple jobs will be necessary in order to recruit and retain the next generation of talent.
What do you think? Are there other reasons you would add to why employers will need to break down job descriptions?