The job profile is the essential document for the recruitment process. The job profile defines the roles and responsibilities of the job position, the expectations and the placement of the job position within the organization.
The issue with the job profiles is the process of creating the job profile for a new position. The managers tend to push the HRM Function to write the job profile on their own and the manager provides just the comments to the draft prepared by the HRM Function.
The job profile is very important for the proper organization of the company, but when the job profile is the result of the HRM Function, it does not reflect any reality for the employees in the organization and it does not help to the external recruitment agencies to help with the recruitment of the vacancies.
The HRM Function tries to push the managers to prepare the job profile on their own, but they are not used to use the proper words and to pick the most important aspects of the job position.
The only efficient way to prepare the job profile is to write a job profile during a joint meeting of the HRM employee and the manager. The HRM Specialist should have a standard set of questions to ask the manager about the details of the job position. When the manager answers the question, the HRM Function can prepare the detailed job profile and the manager can just validate the result of the meeting.
The job profile is very important document and the HRM Function has to support the managers in writing job profiles as much as possible. But the job profile has to be the result of the manager’s thoughts, not the result of the HRM Function.
