Last week we went over job titles, job scope and essential job functions. This week we’ll get into some of the nitty gritty details of a job description.
Knowledge, Skills and Abilities
The job description of the position should include knowledge, skills, and abilities expected of the potential employee. This is an important step in the process because it performs as a filter for applicants, which allows you to narrow your search to applicants who hold the necessary qualifications. These are commonly abbreviated as “KSAs” which can include varying experience or education that is vital to the completion of job-related tasks.
KSAs should include the MINIMUM requirements that are needed for success in the job (you can always ask for more). Examples include:
- Educational Level (B.S., M.S., PhD, etc.),
- Work-Related Experience
- Software/Technical Knowledge
Physical and Work Environment Exposures
This has been added with the development of the Americans with Disabilities Act (and ADA as Amended). Not only does including this information help define the physical work environment to potential employees, but it also provides the company guidelines to accept or reject reasonable accommodation requests by those with disabilities. Not to mention, this will come in handy should there be any employment discrimination charges against the company.
Know you need more help but don’t know where to go next? Contact us by September 10 about your recruitment plan and you’ll receive a free job description template ($97 value).
