As you can see, at the Payroll Department we focus on the key fundamentals in HR services. And the topic of job descriptions is definitely a key fundamental in HR matters for both employees and employers. There are three basic core benefits when it comes to creating a solid job description.
Clarity on Tasks: The job description provides clarity on what tasks the employee will need to complete in that position. It doesn’t give a massive amount of detail because that is what a training plan is for, but it does give an overview. For example, a task example for an employee that is front office administrator in a private practice would be “ensuring a friendly check-in and check-out experience for patients and proper coding for each visit.” This means the employee will have responsibility for focusing on two specific areas; 1. A good check-in/check-out experience for patients and 2. Proper coding for the patient records. These are the key functions of this particular job. Therefore, those are the skills that you would like to look for when sourcing candidates.
- Candidate Sourcing: Sourcing is the terminology used for seeking out potential Having a job description that is clear makes it easier to find potential candidates that fulfill the requirements and skills needed for the job. Ideally, you would look for candidates that have the same experience and skills noted on the job description. When you are sourcing, you are able to quickly match specific key words that are in job descriptions with those same specifics on resumes. This process allows you to identify quality applicants swiftly and efficiently.
- Managing performance: Lastly, you are able to manage employee performance based upon the key elements, skills and responsibilities that are noted in your job description. If the employee isn’t creating a friendly experience for patients when they check in and check out, then you can hold them accountable to that established criteria and inform them that they aren’t meeting those expectations. In addition, if there are continuous coding issues requiring numerous remediation conversations, the job description sets the stage for a performance evaluation conversation, which can lead up to disciplinary actions or termination depending on the situation.
I’m excited to join the professionals at The Payroll Department, if you have questions about whether you have good job descriptions already in place, or, maybe you don’t have job descriptions in place at all, feel free to reach out to me at firstname.lastname@example.org.
-Gerilyn Davis, The Payroll Department HR Services