Do your employees need an easy to develop method for identifying the key components of their jobs? Consider using a job profile rather than a job description for recruiting, posting jobs, and clear direction and parameters for employees.
The job profile outlines the details of an employee's job. These are the key components that you hired the employee to accomplish. In a straight-forward, actionable format, the job profile presents a picture of an employee's key job duties.
Need to differentiate a job profie from a job description? The major difference is the level of detail. A job profile allows more latitude for current goals and expectations.
While the job description defines all of the requirements of each major area of responsibility, the job profile might only list the responsibility. For example, a Human Resources Director, in a job profile, might bear responsibility for training and development of employees. In a job description, six-eight major descriptors of this responsibility might define the overall responsibilities.
The job profile skips the recommended / required components of a job description that include:
- Expanded skills, knowledge, and experience,
- Detailed education requirements,
- Job physical demands, and
- Job work environment.
A job profile is a useful tool. Particularly in recruiting and job postings, the job description provides way too much information. The job profile cuts to the significant elements to provide a picture of a job. Use a job profile as necessary to describe your jobs.
