Is Job Description Accuracy Actually Important?

Client: Hey, I need some help with our job descriptions. I feel like they’re either too vague or too detailed, and I’m not sure how important it really is to get them just right. I mean, does anyone even read these things?

Consultant: You’re not alone in this one: “Does anyone actually read job descriptions?” Let’s think of job descriptions as the unsung heroes of HR. They’re like the unsweetened oatmeal of the workplace—maybe not everyone’s first choice, but essential for a balanced, functioning team. But let me tell you, they’re more important than most people give them credit for. And yes, people do read them—especially when something goes wrong.

Client: Okay, I see where you’re going with this. But what’s the big deal if they’re a little off? I mean, close enough is good enough, right?

Consultant: If only that were true in HR! Imagine if pilots or surgeons took that approach. You wouldn’t want your heart surgeon to say, “Eh, I think that’s the right artery,” or your pilot to say, “This looks like a good landing strip—close enough!” Accuracy matters, and in job descriptions, it’s more like the GPS that guides your organizational flight. Get it wrong, and you might land in a whole heap of trouble.

Client: So what exactly are the risks of getting it wrong? It can’t be that serious, can it?

Consultant: Well, let’s put it this way: inaccurate job descriptions are like inviting chaos to your company picnic.

Picture this—if your job description is too vague, you might end up with a candidate who thought “light office duties” meant they’d spend their days organizing the break room snack shelf. Meanwhile, they’re actually expected to be in back-to-back meetings, creating reports, and juggling multiple projects. Cue the resentment, low morale, and maybe even a quick resignation.

On the flip side, if your job description is overly detailed, you could scare away great candidates who feel they need to tick every box before applying. Or worse, you might accidentally describe a role so rigidly that you’ve set yourself up to hire a robot rather than a human being—one who, by the way, might have brought some fresh, innovative thinking to the team.

Client: Okay, okay, I get it. But it sounds like a delicate balance. How do you make sure you hit that sweet spot?

Consultant: Bingo! Balance is key. Think of writing job descriptions like making a great recipe. You don’t want to leave out essential ingredients (like duties or qualifications), but you also don’t want to drown the dish in unnecessary spices. Start with the basics: the job title, a brief summary, key responsibilities, necessary qualifications, and any preferred but not required skills.

But here’s where the magic happens—clarity. Be clear about what’s non-negotiable and what’s nice to have. Don’t describe every single task down to the minutiae, but do give a realistic picture of the day-to-day. And remember, job descriptions are not a wish list for a perfect employee; they’re a guide to what’s essential for success in that role.

Client: What about the legal side of things? How important is accuracy for that?

Consultant: Accuracy in job descriptions is like a suit of armor in the HR world—essential for protecting your organization. Let’s say you’re faced with a discrimination claim, or you need to justify a termination. If your job description is vague or inaccurate, it’s going to be a lot harder to defend your position.

For example, if you describe a role as requiring “excellent customer service skills” but then terminate someone for failing to meet sales targets—when sales wasn’t even mentioned in the description—you’re in murky waters. A well-written, accurate job description can be your best defense, clearly outlining what’s expected and why someone might fall short.

Client: So, you’re saying they’re important for hiring, but also for covering our butts?

Consultant: Exactly! Think of job descriptions as a multipurpose tool—a Swiss Army knife, if you will. They help you hire the right people, set clear expectations, and protect your company from legal risks. Plus, they’re useful for performance reviews, promotions, and even succession planning. When you’ve got an accurate job description, it’s like having a road map for every stage of the employee life cycle.

Client: That makes sense. But can’t they also help with employee engagement? I’ve heard that clear expectations can make a big difference.

Consultant: You’re getting it. All of this is connected! Think of a job description as a psychological contract between you and your employee. When an employee knows exactly what’s expected of them, they’re more likely to feel confident, capable, and engaged. There’s no ambiguity, no second-guessing—just a clear understanding of their role in the grand scheme of things.

Now, let’s add a sprinkle of humor here. Imagine starting a new job where your description simply says, “Handle stuff.” You’d probably spend half your day wondering, “What stuff? Where? Why? How?” It’s like playing a game with no rules—you’d end up frustrated, confused, and likely checking LinkedIn by lunchtime.

On the other hand, when your job description is accurate and well-communicated, it’s like getting a rulebook for the game. You know the goal, the rules, and the strategies to succeed. That’s empowering, and it’s a huge factor in employee satisfaction and retention.

Client: So, basically, accurate job descriptions are a win-win for everyone involved?

Consultant: Exactly. They’re the unsung heroes of the workplace, working behind the scenes to ensure everything runs smoothly. They might not be the most glamorous part of HR, but they’re one of the most important. A little effort upfront in getting them right can save you a lot of headaches—and heartaches—down the road.

Client: You’ve convinced me. Time to give our job descriptions some serious TLC. Any final tips?

Consultant: Glad to hear it! Here’s the golden rule: keep it real, keep it relevant, and keep it readable. Avoid jargon—no one wants to apply to be a “synergy manager” or a “chief happiness officer.” And don’t forget to review and update your job descriptions regularly. Jobs evolve, and so should the descriptions.

You can have fun with the language as long as it doesn’t compromise clarity. After all, we’re not robots, and neither are your employees. So go ahead, make those job descriptions shine, and watch as they do wonders for your team.

Client: Thanks, this has been really helpful—and entertaining!

Consultant: Anytime! Remember, the devil is in the details, and so is success. Now go forth and write some killer job descriptions! Let us know if we can help.