Job 

descriptions are a common and accepted tool for finding the right person to fill a vacant
position. Talk to any business owner and they'll most likely tell you the biggest challenge
they face is keeping a qualified staff in place to properly run their business. Job descriptions
may or may not be the best way to do that.

Helps Hire the Right Person

o Job descriptions that are well-written and accurate help attract individuals
who are qualified and prepared to fulfill the duties listed. Sometimes it even helps prepare
the individual for the interview questions or the general structure of the interview process.
A good job description makes the interview process faster and easier with a better group of
qualified candidates.

Lays Out Employee Expectations

o Before an employee applies for a position, they learn what duties and level of
performance is expected from them based on a well-written job description. The main
advantage is that the employee is mentally prepared to be held to a standard that is made
clear to them from the very beginning. This allows them to be productive in the eyes of their
supervisor, and it gives the supervisor a way to measure their progress.

Discourages Innovation and Expansion

o Because job descriptions have a list of specific duties and expectations for
performance, the employee is naturally discouraged from deviating from it. The job
description subjects the employee to procedures, rules and required methods. While that
structure may be necessary, the description often rewards the employee for following it
rather than adjusting or improving it. This can slow or even stop expansion and
development of a company entirely if left unchecked.

Becomes Outdated Quickly

o While a job description may be accurate when it is written, it does not change
as a company's needs change. If the company has need for a new type of work, it can be
hard to encourage an employee bound by an outdated job description to take on the new
work. Updating job descriptions can be time-consuming since they need to be updated
every time a change is made. This is particularly a problem in fast-paced industries that deal
with volatile markets or technology.

Advantages

Job descriptions give an overview of the:

- Purpose of a job,

-what it contributes to the organisation's aims and objectives

-how it fits into the overall structure and, perhaps most importantly, the main duties and
responsibilities and reporting lines

-give the job holder and immediate line manager a clear overall view of the post

-the human resources department can use the descriptions in the selection and recruitment
process to match the skills, experience and competencies required in the job with those of
the job applicants.

-Job descriptions are a useful basis upon which to carry out performance appraisals, job
evaluation and job grading, and can help identify duplication or absence of particular
functions or activities across the organisation.

-It is important that job descriptions are structured to allow flexibility so that "it's not in the
job description" situations do not arise. 

- it enables us to compare potential candidates to it, helping with the selection process. 
- allows possible candidates o compare themselves with the job. 
- its legal requirement and allows candidates to know the relevant information needed
about what the job involves and the responsibilities they will have. 
- enables us to draw up a constructive job advert, which had relevant information on it and
allowed us to obtain candidates who could the necessary tasks. 

-job description advantage is that it actually draws the first picture of what the job entails

- at the end the JD is important as much as it is also important to interview the interviewer
about the exact nature, duties & tasks of the job.

Disadvantages
- you can lose an ideal candidate for another type of job within the job. 
- they cant carry out a particular task then the job description

-is not necessary to include a full description, some other tasks "not in the JD" emerge due
to a development in your position or because they are minor tasks that sometimes
companies do not mention.

- a disadvantage would be the delusion that the JD create, sometimes companies ask about
a Financial Analyst position that you may find different nature to the job other than
analyzing profitability figures.

-With so many changes taking place in the world of work, job descriptions can get out of
date and not reflect current practice.