job assignment vs job description

What Are the Differences Between a Job Description & Performance Profile?

The difference between a job profile and a job description is that a job description outlines the responsibilities of the position while a job or performance profile sets the expected standards for performing a task. These documents serve different purposes as a job description is typically used for recruiting. A performance profile helps to ensure an employee is meeting the expectations of the job.

A job description provides the details of the roles and responsibilities of a job. A performance profile goes into more detail and includes specific measurements to help evaluate how well an employee is performing the job.

Job Description Information

A good job description communicates what the future employee is expected to do as well as what skills and education are required to complete the job. A clear and well-written job description can help companies attract quality and qualified candidates.

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Some parts of a job description include the position title and purpose to give applicants an overall view of the position. Be sure to include a detailed list of duties and responsibilities. These are the main tasks associated with the job and the things that the candidate will be spending the most time doing, notes Wright State University. This part of the job description is also important to the employee currently holding the position and can help to guide the performance profile.

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The job description should also include the required and preferred qualifications. this may include things like education, certifications, work experience and technical skills. If you are looking for a position description example, they are plentiful on hiring sites, or you can view this sample from the University of Colorado, Denver.

Performance Profile Information

A performance, or work profile, may include much of the same information found in a job description. While each organization may include slightly different items, in most cases, the performance profile will include basics such as the job title and duties and responsibilities of the job. It should also include any necessary knowledge, skills and certifications necessary to be successful in the role.

Performance profiles may go into much more detail than many job descriptions and include information such as a statement indicating how the role contributes to the organization's mission, the percentage of time spent on core responsibilities and any special duties or projects assigned to the position.

Where it really stands apart from a job description is that a performance profile includes detailed metrics. These are the qualitative and quantitative measurements that determine how well an employee is performing in the role, advises Virginia Commonwealth University. The performance profile provides clear guidance to help employees excel in their positions.

Considering the Differences

The job description is useful in hiring and recruiting, but it is also an important document for current employees. The document may also be used to help classify a job. It is not a fixed document and should be reviewed at least once a year and updated if necessary to make sure it accurately reflects the duties and responsibilities of the person holding the position.

A performance or work profile, on the other hand, is used to evaluate an employee's work and create an employee development plan. During a performance review, managers will go over the job profile with the employee and determine where the employee excelled and where improvement is needed. Based on the results, a specific plan is created, listing specific goals and steps to meet the expectations of the job, advises Virginia Commonwealth University.

• Wright State University: Writing an Effective Job Description
• University of Colorado, Denver: Sample Job Description
• Virginia Commonwealth University: EWP
• Wayne State University: Job Description Development Tool

Maureen Malone has been a professional writer since 2010 She is located in Tucson, Arizona where she enjoys hiking, horseback riding and martial arts. She is an outdoor lover who spends her weekends tending her raised garden and small orchard of fruit trees.

Job Descriptions .

How to write a job description (with examples), how to write a job description.

Job descriptions are the cornerstone of the recruiting process. They help to attract top talent, set expectations for qualified candidates, inform prospects about the role and company, and streamline the search process. Plus, a well-written job description gives companies a chance to make a great first impression. So while writing accurate and compelling job descriptions can be frustrating, finding the time and resources to do so is well worth it.

Importance of Job Descriptions

No matter how many job descriptions you write, they never seem to get any easier, especially if you are writing them for roles you know little about. We’re here to help. For starters, let’s discuss the importance of job descriptions, and then we’ll tackle how to write them.

Job descriptions are helpful for both prospective candidates and employers. Here’s why:

Attract Prospective Candidates

A concise and compelling job description will play a major role in attracting qualified candidates. With resources like LinkedIn, Facebook, Twitter and email, the ability to post and share jobs is instantaneous and has exponential reachability.

Set Expectations

A clear job description will set everyone up for success. Prospects will understand what is expected of them, more-qualified candidates will apply, under-qualified applicants will move on and you will save loads of time sifting through applications and communicating with potential candidates.

Prepare for Interviews

A well-crafted job description can help both applicants and interviewers prep for the big day . Applicants will be able to prepare for likely topics of conversation and interview teams will be equipped to ask questions that will accurately gauge the candidate’s qualifications.

Make a Stellar First Impression

Job descriptions are often the first point of contact candidates will have with your company and can shape their first impression. Just like resumes and CVs, any jargon or grammatical errors will turn a candidate off and leave a lasting negative impression.

Simplify the Search

Searching for jobs is incredibly time-consuming, especially for the 73 percent of candidates who are passive and currently employed. Clear and concise job descriptions help prospects compare salaries, benefits, perks and even company culture to determine what roles are worth applying to.

Establish a Baseline

Once a candidate is hired, the job description will stand as a baseline to measure growth, reference during performance reviews and consider future training opportunities.

Recommended Reading 29 Recruitment Strategies With Real Examples

Great job descriptions are thorough yet concise. They use specific terms and keep a professional tone. It’s OK to be a little quirky, but don’t overdo it. If you don’t take the job description seriously, top candidates will move on to other opportunities.

Important Parts of a Job Description

• Company Bio/Mission

Role Summary

• Role Responsibilities
• Role Requirements (Must-Have Skills)
• Time/Location
• Next Steps (How to Apply)

Here’s an outline of the main sections every job description should include.

Make the job title clear, concise and industry-specific.

43 percent of job seekers look for career opportunities on job boards that use search engine optimization (SEO) techniques. Job seekers are also likely to search based on the terms they know, so don’t stray from the standard industry language of common job titles. Be sure to include specific terms, like the programs required for the role. The title Lead Front End AngularJS Engineer is much more descriptive than Developer and will attract more qualified candidates. If your job can’t be found, it can’t be applied to.

Company Mission

Include a company description or mission, but keep it to about two to four sentences.

72 percent of job seekers noted they would be more likely to apply to a job posting with a company description. At the same time, don’t get too lost in the details. Most companies have a lengthy mission statement with core values and a culture code. For candidates looking at multiple companies and open roles, the missions start to sound the same. If candidates decide to pursue the position, they can read about the company’s full profile on the website. 

Consider writing a templated version that can be repurposed whenever you need to write a new job post. It’s also more common to include the company description or mission at the beginning of the post.

Write a brief three to five sentence summary about what the candidate will do in their role, who they’ll work with and any general qualities your team is looking for in the individual.

Job Responsibilities

90 percent of top-performing job descriptions include clear responsibilities and duties, according to Built In research. Responsibilities and duties are essential in order for a candidate to understand the role. They also set expectations for the hired employee and can be used as a baseline for performance reviews down the line.

Give five to 10 bullet points on what the candidate can expect to do in the role. Here are a few tips:

• Write in complete sentences.
• Be thorough. Candidates will be better prepared for the interview and role if they know what is expected of them.
• Don’t be excessive. You don’t need to include every single possible thing a person might encounter during the work day.

Must-Have Skills

Job descriptions include an average of eight distinct qualifications per job post (including must-have and nice-to-have skills), according to Built In research. List five to seven bullet points that are absolutely necessary for a candidate to be successful in the role they are applying to.

• Include quantities when applicable, like years of experience.
• Be sure to clarify what the application requires, like a portfolio, writing sample, video recording, resume, CV, cover letter, etc.
• Other important information includes education, experience, certifications and knowledge of specific platforms.

Nice-to-Have Skills

If there are any other qualities that are nice to have, include those here. Don’t feel like you have to include this section, but it may help candidates know what to include in the application or interview to stand out. This section is lower priority and should have fewer bullet points. 

Compensation

61 percent  consider compensation information to be the most important part of a job description. However, 99 percent of top-performing job descriptions don’t include compensation information, according to Built In research. Many companies still refuse to provide this information in job descriptions, but it’s time to get over this discomfort to garner a larger applicant pool.

It’s best to be upfront about the time frame you need employees to work. Flexible work hours are more common for full-time employees, time zones may play a role, and certain industries and markets work around different schedules.

Candidates will consider commute time or relocation efforts in their employment decision, so help them determine fit before they embark on the application process. Embedding a Google Map onto your website is really quite simple and can be done with this guide .

Working Conditions

Keep working conditions and workplace expectations clear. People want to know what to expect in their future work environment. Are there any physical requirements for the role? What is the expected dress code?

Call to Action

Make sure it is blatantly obvious where a candidate is supposed to apply. Do not make it complicated or frustrating to apply because that’s just going to reduce your applicant pool for the wrong reasons. This is one area that companies should customize to the location the job is being posted. Make sure they know where to click or who to email to get the process started. 

Disclaimer Statements

Most companies include an equal opportunity employer statement and that the employee may be required to perform additional job functions beyond the description. Do your research because disclaimers can help companies prevent serious lawsuits .

Elements to Improve Job Descriptions

Some companies include additional details in their job descriptions to help differentiate them from other employers. There’s certainly a balance between writing a thorough job description and being excessive, and that’s up to your team to decide. Here are a few additional sections to consider including in your job description. While these items are optional, they may turn a good job description into a great one.

Non-financial benefits are often a deciding factor for prospective candidates —  61 percent of job seekers expect to see benefits packages in job descriptions, yet only 43 percent of top-performing job descriptions included such information, according to Built In research.

Things to include are your company’s:

• Health insurance and wellness plans
• Retirement and stock options offerings
• Childcare and parental leave options
• Vacation and PTO policies

Remember that perks are not the same thing as benefits. Perks are nice add-ons the company offers its employees to improve work-life balance and help them live happier, more productive lives. 

Company Culture

Sure, it’s a buzzword, but the people have spoken and the best candidates expect a strong company culture . In fact, 47 percent  say that company culture is the main reason they’re searching for new opportunities.

Word Count 

It’s best to keep your job description in the 250 to 500 word count range, as supported by a study that found the majority of job postings had a similar word count trend. Top-performing job descriptions contain an average word count of 457 words, based on Built In findings. 

Average word count also correlates with average time on page for job descriptions. Job descriptions with a word count between 251 to 500 words see an average time on page of one minute and 39 seconds (1:39), which is closest to the average job description reading time of one minute and 41 seconds (1:41). It’s clear that job descriptions which adhere to word count best practices are much more engaging than their lower-performing counterparts. 

16 percent of job descriptions as analyzed by Built In contain obvious typos, which could be detrimental to applicant reach and a company trustworthiness. Similar to how many recruiters disregard applicants with typos on their resume or application, candidates may come away with a negative impression of your company for not doing its due diligence. Remember to always have at least one other person read your job description before posting.

Job Description Examples

Job descriptions aren’t one-size-fits-all. While the company bio and mission statement sections may remain the same for each role a company posts, the main sections — which include role responsibilities and requirements — should be uniquely tailored to the job at hand.

For instance, a job description for a highly specialized role will usually go into more detail about the types of tools and software programs qualified candidates are expected to possess, while a JD for an entry-level role may spend more time broadly discussing the mentality or passions a candidate should have. In any case, job descriptions that have enough detail specific to the role gives job-seekers a better sense of the position and it gives you an opportunity to make a positive first impression.

Below we’ve rounded up some in-depth guides and job description templates for several roles:

Creative Roles

• Art Director Job Description
• Technical Writer Job Description  
• UX Designer Job Description

Data and Analytics Roles

• Business Intelligence Analyst Job Description
• Data Analyst Job Description
• Data Scientist Job Description  

Developer Roles

• Front End Developer Job Description
• iOS Developer Job Description
• Java Developer Job Description
• PHP Developer Job Description
• Product Manager Job Description
• Salesforce Developer Job Description

Operations Roles

• Operations Manager Job Description
• DevOp Job Description  
• Project Manager Job Description

Marketing Roles

• Marketing Manager Job Description

Sales Roles

• Account Executive Job Description
• Account Manager Job Description
• Customer Success Manager Job Description  
• Sales Development Representative Job Description  
• Sales Engineer Job Description
• Sales Operations Manager Job Description

How to Write a Job Description: Data-Driven Results

We gathered cold, hard facts from a sample of the top performing job descriptions across our seven markets. Here’s what we found out.

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Writing an Effective Job Description

On this page:

Getting Started

Job description components, hints for writing job descriptions.

The job description should accurately reflect the duties and responsibilities of the position. When well-written, it produces a realistic picture of a job and answers the question, “What does the person in this role actually do?”

A job description not only describes the position’s responsibilities, it sets the foundation for recruiting, developing, and retaining talent and also sets the stage for optimum work performance by clarifying responsibilities, expected results, and evaluation of performance. It is also an important component to maintaining an equitable compensation system and ensuring legal compliance. The document should be revisited and updated in line with the annual performance evaluation cycle.

The job description contains sufficient information to describe major responsibilities and essential functions as they exist today. They provide the information necessary to classify the position, not the person; thus they are “incumbent neutral” and not based on any specific quality of an incumbent (such as knowledge, skills, abilities, performance, dedication, loyalty, years of service, or degree). The document should not include every detail of how and what work is performed so that it remains useful even when minor changes occur.  Job descriptions can be written as a joint effort between supervisor and employee, but the supervisor must approve.  

A job description contains the following components: job title, job purpose, job duties and responsibilities, required qualifications, preferred qualifications, and working conditions.  

The Job Title is a brief description (1-4 words) of the job which reflects the content, purpose, and scope of the job and is consistent with other job titles of similar roles within Wright State University (University).              

Examples include Archivist, Associate Director Disability Services, Associate Registrar, Director Student Health Services, Facilities Planner, Grants Accountant, Budget Analyst, Instructional Designer, Manager Desktop Services, and Manager Custodial Services.

Job Purpose

The Job Purpose provides a high-level overview of the role, level, and scope of responsibility consisting of three or four sentences providing a basic understanding, the “bird’s eye view” of the role. A concise summary of “why the job exists?”

Job Duties and Responsibilities

This section contains a description of the duties and responsibilities assigned to the job; also referred to as the essential functions. They describe the fundamental nature of the job which occupies a large proportion of the employee’s time. Some items to consider:

• Include explanatory phrases which tell why, how, where, or how often the tasks and duties are performed.
• Focus on the outcome of tasks.
• Reference areas of decision-making, where one will influence or impact.
• Identify areas of direct or indirect accountabilities.
• Describe the level and type of budgetary or financial responsibilities.
• Describe the nature of contact, the people contacted, and the extent to which the incumbent will interact with others within and outside of the University.
• List job duties that reflect the position requirements and ensure they are not based upon the capabilities of any one individual.

If applicable, also address the type of supervisory responsibility that is expected from this role. Detail the extent of the job’s authority to hire, discipline, terminate, assign work, train, and evaluate the performance of subordinates. This can be either a separate job duty or noted in other job duties as appropriate. The following lists various levels of supervision:

• Provide direction to other individuals.
• Supervises, hires, trains, provides work direction, and problem-solving assistance for student workers. Also oversees the daily operations of other staff.
• Supervises staff, including hiring, scheduling, and assigning work, reviewing performance, and recommends salary increases, promotions, transfers, demotions, or terminations.
• Manages others through subordinate supervisors.

The job duties should be listed in accordance with their importance and/or frequency in which they are performed. They are typically presented in a bulleted or numbered format, consisting of approximately 4–7 separate duties, with each one assigned a “percent of the time” (adding to 100%) which reflects the estimated time an employee will spend over a year. Duties that require less than 5 percent of the time should be combined with other duties or removed from the job description. The following table will assist you in estimating the percent of time:

Required Qualifications

This section lists the required level of job knowledge (such as education, experience, knowledge, skills, and abilities) required to do the job. This section focuses on the “minimum” level of qualifications for an individual to be productive and successful in this role.

NOTE: For classified jobs, the required qualifications will be identical to those listed on the job specification .

Identify the educational qualifications that an employee must possess to satisfactorily perform the job duties and responsibilities. State the educational qualifications in terms of areas of study and/or type of degree or concentration that would provide the knowledge required for entry into this position.

Identify the minimum number of full-time experience required in terms of years and the type of work experience that an employee needs to be qualified for the job. Should internships, undergraduate work experience, and graduate assistantships be accepted levels of experience; this will need to be specifically stated. 

Knowledge, Skills, and Abilities

In stating the required knowledge, include the level or depth of knowledge required for entry into the position. The following definitions should be helpful:

• Working knowledge: sufficient familiarity with the subject to know basic principles and terminology and to understand and solve simple problems.
• General knowledge: sufficient knowledge of a field to perform most work in normal situations. The work calls for comprehension of standard situations and includes knowledge of most of the significant aspects of the subject.
• Thorough knowledge: advanced knowledge of the subject matter. The work calls for sufficient comprehension of the subject area to solve unusual as well as common work problems, to be able to advise on technical matters and to serve as a resource on the subject for others in the organization.
• Comprehensive knowledge: requires complete mastery and understanding of the subject. This term should be used sparingly and only for unusually exacting or responsible positions required to originate hypotheses, concepts, or approaches.

List specific skills and/or abilities required for the incumbent to be successful in this role; including the designation of any required licenses or certifications. Some considerations are analytical, budget exposure, communication internal or external, computer, creative thinking, customer service, decision-making, diversity, logical thinking, multi-tasking, negotiation, problem-solving, project management, supervision, teamwork, etc.   

Preferred Qualifications

An expanded listing of the Required Qualifications can be used to further determine a person’s ability to be productive and successful in this job. These Preferred Qualifications are “nice to have” but are not essential to carrying out the day-to-day functions of the job. If included, the Preferred Qualifications can focus on any or all of the following: education, experience, knowledge, skills, and abilities.

NOTE: For classified jobs, the University does not list preferred qualifications.

Working Conditions

Identify the working conditions and physical demands that relate directly to the essential job duties and responsibilities to be compliant with the Americans with Disabilities Act. Describe the type, intensity (how much), frequency (how often), and duration (how long) of physical or mental capabilities required. Consider the following:

• Environment, such as an office or outdoors.
• Exposures encountered, such as hazardous materials, loud noise, or extreme heat/cold.
• Essential physical requirements, such as climbing, standing, stooping, or typing.
• Physical effort/lifting, such as sedentary - up to 10 pounds; light - up to 20 pounds; medium - up to 50 pounds; heavy - over 50 pounds.
• Indicate if required to work weekends, nights, or be on-call as a regular part of the job.
• Travel requirements.
• Emergency staff designations.  

Job descriptions should be prepared in a manner that all components are accurately stated to create a clear understanding of the role. Here are some hints to assist you in the process:

• Write in a concise, direct style.
• Always use the simpler word rather than the complicated one; keeping sentence structure as simple as possible. It will cut verbiage, shorten your description, and enhance understanding.
• Use descriptive action verbs in the present tense (for example: writes, operates, or performs).
• Avoid abbreviations and acronyms. Other people reading the position description may not be familiar with them. If abbreviations and acronyms are necessary, define them the first time you use them.
• Don't use ambiguous terms. If you use terms such as “assists, handles, and performs,” describe “how” the position assists, handles, or performs. Using the word “by” and then detailing the processes, tasks, or operations performed will usually clarify the ambiguity.
• Avoid gender-specific language, such as, “He manages,” “She is responsible for.”
• Focus on essential activities; omit trivial duties and occasional tasks.
• Avoid references to other employee’s names, instead, refer to the job title or department.
• Only include assigned duties today. Do not include potential future duties and eliminate any duties no longer required.

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Job Descriptions or Position Descriptions? What's the Difference?

Whatever you like to call them - job descriptions, JDs, position descriptions, job specs - in a business, we can't live without them. But why do they have so many different names and what do they all mean, anyway? And, most of all, does anyone actually enjoy writing them?!

Let's get to the bottom of it.

Difference between job description and position description

It's pretty typical for the terms job description and position description (and other variations) to all be used interchangeably. That is, despite what someone calls it, they are all generally referring to the same thing.

However, despite their interchangeable use, you could technically argue that there is a distinct difference between the two:

A job description is a document that describes the responsibilities and duties of a particular role. A position description, on the other hand, is a more comprehensive document that additionally describes the qualifications and skills required for a particular role.

In other words, a job description is more focused on the "what" of the role, while a position description is more focused on the "how." As such, a job description might typically be used internally as a reference for what specific roles do, while a position description is typically used in a job posting when hiring talent.

In the context of this post, we're going to use the terms interchangeably to essentially mean a document you'd use to describe a job's responsibilities and the requirements required to fulfil and be successful in the role - essentially the details you'd use in a job posting.

How to write a clear and concise job position description

A job position description is a document that outlines the key duties, responsibilities, skills, and qualifications for a role. By clearly articulating what is expected of employees, businesses can ensure that everyone is on the same page and that performance expectations are met. When writing a job position description, it is important to be as clear and concise as possible. Here are five typical sections you'd include:

1. Start with a brief overview of the company, including its mission and values.

2. Clearly state the title of the position and the primary responsibilities.

3. Outline the required qualifications, such as education, experience, and skills.

4. Highlight any preferred qualifications that would be a plus for candidates, but not essential.

5. Include a link to the online application or contact information for questions.

The benefits of writing a job description

Although often seen as a tedious task, taking the time to write a clear and accurate job description can actually be very beneficial.

For hiring managers, a well-written job description can help to attract qualified candidates and ensure that employees understand their roles and expectations. Additionally, having a detailed job description can also help to resolve disputes and clarify expectations for performance reviews.

For employees, a job description can provide valuable insights into the expectations of the role and the skills and experience that are required.

In short, whether you are an employer or an employee, taking the time to develop a strong job description can be extremely beneficial.

Examples of good job descriptions

A good job description should provide an overview of the position and its responsibilities, as well as the qualifications and skills required. It should also be clear and concise, so that potential candidates can easily understand what the role entails.

Here's an example of a well-written job description (courtesy of LinkedIn Talent Solutions hiring guides ):

Sample account executive job description

At [Company X], we thrive when our people thrive. To put our products and solutions into the hands of consumers worldwide, we need a professional who knows how to connect. We are currently looking for an account executive to be the leading force that fuels our growing client relationships in the North American market. The ideal person will have proven experience building on existing relationships, eliminating competitor threats within our customer base, and ensuring customer satisfaction. The account executive will be a proactive and curious member of our sales team, identifying growth opportunities for clients before a need or gap has been stated. This level of foresight and meticulous analysis is what will take our company confidently into the future.

Objectives of this role

• Build and maintain lasting relationships with clients and partners by understanding their focus and anticipating their needs
• Coordinate internal and external resources to expedite workflow
• Manage communications between upper management and employees
• Stay current with company offerings and industry trends
• Oversee and achieve organizational goals while upholding best practices

Responsibilities

• Solve problems for clients by understanding and exceeding their expectations
• Illustrate the value of products and services to create growth opportunities; compile and analyze data to identify trends
• Participate in brainstorming, office activities, staff meetings, and client meetings; research and assist with program development for existing clients and new prospects
• Perform prospecting activities such as cold calling and networking
• Follow up with clients regularly to ensure needs are being met and to identify opportunities
• Maintain a database of clients, prospects, partners, and vendors

Required skills and qualifications

• Four years of experience in administrative role reporting directly to upper management
• Ability to manage multiple accounts while seeking new opportunities
• Ability to understand client needs and negotiate costs and services
• Proficiency with CRM software and an aptitude for learning new systems
• Willingness to travel as needed to meet with clients and prospects

Preferred skills and qualifications

• Bachelor’s degree (or equivalent) in business or related discipline
• Proficiency using more than one language
• Experience overseeing budgets and expenses
• Experience developing internal processes and filing systems

Job description template and examples

Now that you understand the difference between a job description and position description, as well as the benefits of writing a clear and concise job description, you probably want to get on with creating one. To help get you started, we’ve collected a list of great job description example resources in this article .

Also need a job description position template? We've got you covered! Download our free Word document that includes all the information from above. Go on, download this Word doc template  from here .

And remember, Functionly is used by many companies to create role templates from our extensive function and responsibility library and easily export job position description documents. Sign up now for free and start creating awesome job descriptions that will attract top talent to your business.

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Written by admin • August 31, 2024 • 7:19 am • HR Best Practices

How to Write an Effective Job Description? A Complete Guide

Table of Contents

Job description is key in attracting top talent, setting expectations, and streamlining the search process. Well-crafted descriptions provide companies with an opportunity to make a great first impression.

This blog delves into job description, their meaning, benefits and how to write one.

What is a Job Description?

A job description is a document that explains the role, responsibilities, purpose, qualifications, scope and expectations for a specific job in an organisation. It helps employees understand their daily tasks and how their job fits into the organisation’s bigger picture. The document lists the qualifications and skills required for the job, including education, certifications, and technical expertise. A job description is essential for attracting suitable candidates, guiding employee development, and ensuring the employees’ responsibilities align with the organisation’s objectives.

Importance of a Job Description

Job descriptions are significant for the following reasons:

• Clarity and Alignment: Job descriptions are vital in establishing clear expectations between employers and employees. They provide a detailed outline of the roles and responsibilities associated with a particular position, guiding employees on their primary duties and tasks. As a result, they help minimise misunderstandings and ensure that employee efforts align with the company’s objectives. Furthermore, job descriptions foster a sense of purpose and direction, instilling a shared understanding of the organisation’s goals.
• Recruitment and Hiring: Job descriptions are crucial in attracting qualified candidates during the recruitment process. They serve as a tool to accurately communicate the job role, responsibilities, requirements, and the company’s culture, enabling potential candidates to assess their compatibility within the organisation. A well-crafted job description attracts suitable applicants, ensuring those with the right skills and qualifications apply for the position.
• Performance Management and Evaluation: Job description is vital in evaluating employee performance. They clearly define job roles and expectations, a reference point for assessing employee performance. This helps employees understand how their performance aligns with their responsibilities, making providing constructive feedback and setting professional development goals easier.
• Legal Compliance and Risk Mitigation: Comprehensive and accurate job descriptions are crucial for legal compliance. They ensure that employment practices are fair and transparent by providing a basis for creating non-discriminatory hiring and evaluation criteria. Clear job descriptions also document legal disputes or compliance audits, minimising organisational risk.
• Employee Development: A well-structured job description outlines opportunities for growth and advancement within the organisation. It helps employees understand the skills and qualifications needed to progress in their careers and promotes a culture of continuous learning and development.

Job Description vs. Job Posting

‍A job description is an internal document providing information about the company’s job position, including the roles and responsibilities an applicant will be expected to fulfill. It is usually written in a formal tone and is meant for internal use only.

On the other hand, a job posting is an external advertisement designed to attract potential candidates and applicants. It is written in an engaging tone and contains information about the job position and details about the company and its benefits.

Benefits of a Job Description

The benefits of job descriptions are as follows:

• Improved Recruitment: Well-written job descriptions act as communication tools that enable both employees and applicants to understand the expectations and requirements of the role, including the essential duties, capabilities, educational qualifications, and experience required for the job. Aligning employee expectations with business expectations can enhance internal and external recruitment and retain and motivate the best talent.
• Accurate Compensation Data: While direct compensation should not be mentioned in the job description, it should enable one to research and determine the market value of the role. A well-crafted job description can help HR assess where the job fits within the existing pay structure, preventing equity or compression issues from arising when filling the position.
• A comprehensive list of job descriptions across the organisation, showcasing all the roles, can help identify unfilled positions and assist with future planning.
• Job descriptions can outline the position’s role, responsibilities, and future career roadmap, enabling forward-looking recruitment for future roles. Hiring managers can later assess candidates for not only the current vacancy but also for future advancement.
• Job descriptions can be matched with the performance evaluation system to identify areas where additional training is required.

Drawbacks of a Job Description

The drawbacks of job descriptions are as follows:

• Not Position-Specific: Companies often create one job profile for all employees in similar roles. This can lead to missing important details. For example, department heads in an organisation may have similar primary responsibilities, but their specific tasks, priorities, and time spent on each task may differ significantly. Job descriptions should reflect the unique nature of each position and not try to cover too many different positions. The job description may not accurately reflect the required work if this is not done.
• Being Descriptive rather than Prescriptive: Job descriptions are often created based on information provided by the employee and after the work has been designed. They give a picture of what currently exists instead of what should be. To ensure the organisation’s best interests are met, managers at all levels should be involved in creating job descriptions and controlling the design. Employee job descriptions should describe what should happen, and performance reviews should compare what happens with what should happen. Any discrepancies should lead to adjustments. Companies should avoid letting jobs become “products of the incumbent” that match the incumbent’s interests rather than the organisations.
• No Separation of Performance Standards: When writing job descriptions, performance-level expectations such as quantity, quality, timeliness, and cost criteria must be included. Some companies use these results-oriented descriptions to improve the value of their job descriptions. However, it is essential to note that performance criteria are not part of the job design. As such, it is best to leave them for a separate performance evaluation instrument. This can be attached to the job description but must be distinct from it.
• Temporary Work Gets Left Out: Many jobs occasionally include temporary assignments, such as special projects, committee assignments, and one-time tasks. Any task planned for execution over a year or less should be included in the job description under a Temporary Assignment section. This is a legitimate part of job design. Failure to acknowledge such work, which happens frequently, can lead to errors in performance evaluations, workload assessments, etc.
• No Representation of Non-Task Time: Job descriptions often list duty statements and assign time percentages to them, which should add up to 100%. However, workers do not spend all their time working. Managers and employees often have idle time while waiting for delays, taking breaks, socialising or doing semi-work activities, like travelling. For some jobs, these activities take up a significant amount of time. If these activities are not mentioned in the job description, it can misrepresent the job’s true nature.

What To Include in a Job Description

The following must be included in an effective job description:

Job descriptions should begin with a clear and concise job title that accurately reflects the purpose and scope of the position. It’s important to use industry-standard terms that candidates are likely to search for rather than quirky or unconventional language that could deter top candidates.

Company’s Basic Information

Include a brief pitch about the organisation and its values to drive interest from potential candidates. Highlighting the benefits and perks of working with the company can attract the right type of employees.

Expectations and Summary of Role

Provide an overview of the job, its role within the organisation, and expectations for the position. This can include information about the type of work, conditions, and whether the position is full-time, part-time, remote, or hybrid.

Job Duties and Responsibilities

When outlining the job duties and responsibilities, focus on the essential functions of the role, using bullet points to highlight key details and outcomes. Include relevant keywords to help your posting show up in candidate searches.

Necessary Qualifications and Skills

Specify the necessary qualifications and skills for the position, including any education, certifications, or years of experience needed. Separate required and preferred skills to avoid losing potential candidates.

Call to Action

Conclude the job description with a clear call-to-action, asking candidates to apply and providing information on how to do so. Specify any application requirements and deadlines and provide a direct link or email address for candidates.

How to Write a Job Description

You can write a job description by following these steps:

• Job Title and Summary: The job title should be clear and descriptive, accurately reflecting the roles and responsibilities. The summary should provide a brief overview of the primary objectives and purpose of the role within the organisation. This section introduces the company and its employer brand to a potential candidate.
• Outline Responsibilities: The responsibilities section should detail the key duties and tasks associated with the role. Use action-oriented language to articulate the tasks, projects, and functions for which the employee will be accountable. Organise responsibilities into bullet points for readability. Emphasise any duties that are unique to the company. Include details about the work environment and the daily activities of the role to help candidates decide if it’s a good fit. This will attract the best candidates for the position.
• Specify Qualifications and Skills: This section should clearly outline the essential qualifications, skills, and experience required for the role. It should include educational background, certifications, technical expertise, and specific competencies crucial for success. Soft skills like problem-solving and communication or any expected personality traits from a successful candidate should also be mentioned in this section.
• Describe Reporting Relationships: Indicate the reporting structure within the organisation. Specify who the employee will report to and collaborate with. It helps clarify team dynamics and hierarchy.
• Highlight Company Culture and Values: Describe the company’s work culture and values and how the role enhances or maintains these aspects. Provide details on the key workplace environment, values, and qualities contributing to the organisation’s success.
• Formatting and Readability: The job description should be well-structured and easy to understand and read. Use concise sentences, bullet points, and subheadings to enhance readability. Maintain a professional tone and avoid jargon that might be unclear to candidates. This section facilitates recruitment.
• Review and Revision: When finalising a job description, it’s important to review it thoroughly. This ensures the description is accurate, complete and aligned with the company’s goal. To do this, seek input from relevant stakeholders such as hiring managers, team members, and HR professionals. This collaborative approach helps ensure everyone agrees on the role’s requirements and expectations.

Tips to Write a Great Job Description

Some tips for writing a great job description are as follows:

• Include Essential Information in Separate Sections: Divide the job description into separate sections to help candidates determine if the position is for them. Start with a company overview, followed by a job summary that highlights the role’s essential functions, responsibilities, qualifications and required skills. Specifying the job’s benefits and perks is necessary as it can tip the scales for curious candidates.
• Focus on Well-Written Descriptions: the quality of the job descriptions reflects the company’s ethos. Therefore, crafting engaging, comprehensive, and concise descriptions that demonstrate professionalism and trustworthiness is crucial. Use bullet points to highlight key information and ensure the language is easy to understand.
• Keep it Concise: Candidates will likely skip over a long-winded job description. Keep the description short and to the point, around 300 words, providing enough information to help candidates understand the role’s requirements and expectations.
• Keep the Target Audience in Mind: Remember that the job description is intended for a living, breathing, thinking person. Use engaging language that aligns with the company brand and speaks to the candidate’s needs. Depict the job accurately by including the expected duties and necessary soft skills. Also, explain what a typical day on the job entails to give candidates a better understanding of the role.
• Update the Job Descriptions: Review job descriptions periodically to ensure they accurately reflect the role. If a position changes to include more responsibilities, update it. Proper job descriptions are essential for HR processes to function smoothly. Keep the job descriptions up-to-date, accurate, and reflective of the current job market to attract the best talent.

Job Description Example

ABC Company is a global ICT solutions provider committed to customer-centric innovation. Through strong partnerships and teamwork, we have established capabilities in several carrier networks and cloud computing fields. We are currently hiring for the following position.

Role Summary

We are looking for a Human Resources Manager with exceptional people management skills who can carry out their duties in a way that promotes employee welfare and the company’s growth. This full-time position is available on-site in Mumbai, with an annual salary ranging from Rs. 14,00,000 to Rs. 16,00,000 depending on job-related skills, knowledge, and experience. The role is also eligible for a discretionary bonus and a comprehensive benefits package.

Duties and Responsibilities

• Developing, organising and directing the tasks and affairs of the Human Resources department
• Overseeing employee welfare, attendance and absence
• Coordinating recruitment by creating job descriptions, sending out job ads and interviewing candidates
• Conducting staff orientation and employee development programs
• Revising and maintaining the company policies and procedures
• Preparing regular management reports to track the achievement of company goals
• Conducting annual salary surveys and analysing and revising the company’s compensation packages
• Coordinating and preparing employment contracts, insurance brokerage, payroll requirements, pension administration and notices of termination
• Overseeing the company’s conflict resolution process
• Promoting the health and safety of the workforce

Qualifications and Skills

• A bachelor’s in personnel management or human resources
• At least three years of experience in human resources management
• In-depth knowledge of HR best practices and labour laws
• An ethical mindset with exceptional communication and interpersonal skills
• Presentation, conflict resolution skills and active listening
• Familiarity with HR software

To apply, candidates must submit their cover letter and resume by May 12, 2024.

Some tips for drafting an effective job description are as follows:

• Use simple language and avoid gender-specific words to ensure inclusivity and clarity.
• To define the role’s responsibilities clearly, omit trivial or occasional tasks and focus on essential duties.
• Ensure that the job description includes only current duties relevant to the position to avoid confusion.
• Reevaluate and update the job description periodically to suit the requirements of specific roles and ensure clarity.
• Engage current employees to determine the necessary skills, ensuring alignment with job requirements.
• Stand out from competitors by including compensation plan details to attract top talent.
• Highlight benefits and perks such as employee discounts, insurance coverage, paid time off, and tuition reimbursement to attract and retain talent.
• Avoid communicating job openings on Fridays or weekends to ensure maximum visibility and response from potential candidates.

Job descriptions play a crucial role in hiring and managing employees. They are like the foundation of a building, holding everything together. Job descriptions explain what a job is about, its importance, and what it can lead to.

Writing a good job description requires both skill and knowledge. It needs to be clear and accurate and show what the company is all about. When written well, job descriptions can be more than just tasks and responsibilities. They can attract the best candidates, support career growth, and help businesses succeed.

Frequently Asked Questions

What is a job description.

A job description is a written document that outlines the essential duties, responsibilities, and requirements for a particular job vacancy.

What is an example of a job description?

For example: We seek an experienced General Manager who will lead the team, recommend efficient processes, and drive sales while taking full P&L responsibility for the business.

What is the duties section in a job description?

The Job Duties section is a fundamental component of any Job Description. It outlines a job's intricacy, range, and degree of responsibility.

Why do you need a job description?

A job description is a crucial component of the hiring process, as it helps attract qualified candidates with the necessary skills and experience.

Why are high-quality job descriptions a part of modern HR strategy?

Compelling job descriptions are essential to modern HR strategy, not just a supplementary component. Accurate and well-written job descriptions help HR build a plan that drives successful employee recruitment, engagement, and retention. Therefore, modern HR strategies must incorporate complete and effective job descriptions to succeed in today's world of work.

What makes an effective job description?

An effective job description is concise, clear and informative. It should help candidates determine if they should apply for the job.

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What To Include In A Job Summary When Writing A Job Description

Published: June 22nd 2023

It is impossible to write an effective job description that will allure job seekers that are qualified candidates without mastering the art of crafting a compelling job summary. As the second thing prospective candidates will see when viewing your job posting, after the job title, the job summary is clearly a vital component that will either bring in more qualified candidates or deter a future employee from applying for your job postings. Hence, effective job descriptions and a successful recruiting process rely on a good job summary, making it the focus of this guide.

In this post on crafting a job summary to complete a compelling job description, we explore the following:

• What is a job summary - The role of a job summary in a job description
• Describing the purpose of the job
• Listing job duties and job responsibilities
• Adding the reporting hierarchy
• How to reflect company culture in your job summary

Making your job summary stand out and avoiding common mistakes

• Job summary and job description examples

What Is A Job Summary - The Role Of A Job Summary In A Job Description

A job summary is a brief, concise overview of what a specific job titles entail. It serves as the initial point of contact between potential candidates and your company, providing them with a snapshot of the role, its duties, technical skills required, its significance within the organisation, and what they can expect on a day-to-day basis. The role of a job summary is paramount in a good job description; it's the elevator pitch that persuades the most qualified candidates to delve deeper into the role's details and, ultimately, apply for your job post.

The key elements to include in your job summary are as follows:

• Job purpose
• Job duties and responsibilities
• Reporting hierarchy
• Company culture

By combining these elements, you create a compelling, informative job summary that provides the best candidates with a clear understanding of the role and its place within your organisation. This, in turn, increases your chances of attracting the most qualified and enthusiastic candidates with the necessary skills.

Describing The Purpose Of The Job

Describing the purpose of a job within a job summary is a pivotal task. It's here a Hiring Manager can highlight not just the duties of the role, but how it integrates into the wider organisation and contributes to overarching company goals and company mission. To do this effectively, one must distil the essence of the role into a clear, compelling narrative that illustrates the position's importance and its potential impact on the company's success.

Start by outlining the main duties the role will involve, but don't stop there. Follow it with a broader picture of how these tasks fit within the company's strategic plans. If the position is customer-facing, for instance, stress how crucial exceptional customer service is to your brand's reputation and growth.

If it's a managerial role, highlight how effective leadership can empower a team and drive overall productivity. When you accurately describe the role's purpose in this way, you're showing prospective candidates that their contributions will have significant value, thus making the job more appealing to those who seek meaningful, impactful work.

Listing Job Duties And Job Responsibilities

Listing job duties and responsibilities in a job summary serves as a brief description and blueprint for what the role entails and what will be expected of the candidate. This isn't merely a laundry list of tasks; it's an opportunity to paint a vivid picture of the day-to-day activities, as well as the scope and impact of the role within your organisation. Precision and clarity are crucial here; you want to set expectations for potential candidates so they are able to visualise themselves performing these duties and understand how they contribute to the company's objectives.

Begin by identifying the key tasks and essential activities that the job title entails. Be specific and use active verbs to convey these duties effectively. However, don't overload the job description summary with too many details; stick to high-level responsibilities that encapsulate the role. Then, illustrate how these responsibilities integrate into the broader company context.

By aligning individual tasks with organisational goals, you help potential candidates understand the role's significance and how their work will contribute to the company's success. This approach not only provides a clear vision of the role but also builds a compelling narrative that attracts the right candidates. Job description templates will help guide you in completing this step.

Adding The Reporting Hierarchy

In a job description summary, providing a clear picture of the reporting hierarchy is crucial. This information offers job seekers an understanding of their job title within the organisation and who they'll directly report to, fostering a sense of context and structure. This isn't just about names and job titles; it's about giving a sense of the organisational structure and how the role fits within it.

Start by outlining who the role will report to directly. Is it a manager, a department head, or perhaps a director? Mention the level of interaction expected with this superior, as this can indicate the degree of autonomy and responsibility within the position. Then, if applicable, include information on whether they will have any direct reports or team leadership responsibilities themselves.

Providing this information upfront will help job seekers gauge whether the role aligns with their career aspirations and their comfort level within a team structure. Thus, adding the reporting hierarchy can help to attract candidates who are a good organisational fit and are comfortable with the outlined structure.

How To Reflect Company Culture In Your Job Summary

Reflecting your company culture within your job summary and company description is an effective way to attract candidates who align with your values and working style. More than just a list of tasks, your job summary is an opportunity to express your company's personality and ethos, giving potential candidates a glimpse into the kind of environment they could be part of. It's about painting a picture that resonates with like-minded individuals and encourages them to delve deeper into the role.

Start by weaving elements of your company culture into your job descriptions. For example, if your company values innovation, you might highlight how the role involves problem-solving or pioneering new strategies. If teamwork is central to your ethos, emphasise the collaborative aspects of the position. Remember, it's not just about what the applicant can do for you; it's also about what you can offer them.

By showcasing your unique company culture within your job summary and job description, you’re more likely to attract candidates who will thrive within your business and contribute positively to its future.

A job summary is the opening act to your job description, the hook that pulls potential candidates into the finer details of the job. To make it truly stand out, begin with a strong, enticing statement that encapsulates the job title's essence and its importance within your organisation. Use clear, concise language, focusing on the impact the role can have on the company's success. Remember, you're not just advertising a job; you're selling an opportunity for candidates to contribute, grow, and succeed.

One powerful tool at your disposal is action verbs. These dynamic words, such as ‘lead,’ ‘develop,’ ‘manage,’ or ‘coordinate,’ infuse your job description summary with energy and clarity, painting a vivid picture of the role and its responsibilities. Action verbs also allow potential candidates to visualise themselves performing the tasks, which can increase engagement and drive applications.

Avoiding common pitfalls is equally crucial. One of the most common mistakes is overcrowding the summary with too many details. Whilst it's important to provide a snapshot of the role, you don't want to overwhelm the reader with too much information upfront. Keep it brief, engaging, and leave the specifics for the detailed job description.

Also, beware of using internal jargon or acronyms that outside candidates may not understand. Keeping the language clear, universally understood, and free of cliches will ensure your job descriptions are accessible and appealing to the widest range of potential applicants.

Job Summary And Job Description Examples

If you are actively creating job summaries or job descriptions, or researching  how to prepare a job description  or  what to include in a job specification , we have several resources you will find immensely useful. Our  job description template  gives you the ideal layout and job description structure, helping you pen the perfect job posting.

Further to our standard job description template, you can visit our  job description library  or one of the business sectors listed below to find job summary examples and samples you can use to write a job description:

• Accounting Job Summary
• Administration Job Summary
• Agriculture Job Summary
• Analysts Job Summary
• Arts Job Summary
• Automotive Job Summary
• Banking and Insurance Job Summary
• Bar and Restaurant Job Summary
• Charity Job Summary
• Construction Job Summary
• Crime Prevention Job Summary
• Customer Services Job Summary
• Education Job Summary
• Engineering Job Summary
• Facilities Management Job Summary
• Finance Job Summary
• Healthcare Job Summary
• Hospitality Job Summary
• Human Resources Job Summary
• Information Technology Job Summary
• Legal Job Summary
• Management Job Summary
• Manufacturing Job Summary
• Marketing Job Summary
• Media Job Summary
• Military Job Summary
• Mining Job Summary
• Nursing Job Summary
• Oil and Gas Job Summary
• Personal Care Job Summary
• Professional Services Job Summary
• Project Management Job Summary
• Public Sector Job Summary
• Religious Workers Job Summary
• Retail Job Summary
• Sales Job Summary
• Science Job Summary
• Social Care Job Summary
• Teaching Job Summary
• Transportation and Logistics Job Summary
• Utilities Job Summary

Job Summary For Job Descriptions FAQs

Here we answer your questions on creating a well-written job description to attract qualified candidates by adding a job summary:

Crafting a summary of a job description involves distilling the main aspects of the role into a concise and compelling overview. You should keep the job title concise and highlight the key responsibilities, necessary qualifications, nice-to-have skills, and brief details about the company and its culture. Start with a punchy sentence that encapsulates the essence of the job, then follow it up with a brief outline of what the role entails.

The difference between a job description and a job summary lies in their depth and function. A job description is a comprehensive document outlining the responsibilities, specific skills, qualifications, and experience required for the role. It may also include details about the work environment, reporting structure, and company benefits (salary range). In contrast, a job summary is a brief overview of the role. It's a condensed version of the job description designed to give potential candidates a quick snapshot of what the job involves.

Improving your job description involves several steps. Firstly, use clear, concise language and avoid industry jargon to ensure it's understandable to all potential candidates. Secondly, make sure it accurately reflects the requirements of the role - outline the key responsibilities, necessary qualifications, and must-have skills precisely. Include both hard and soft skills, and distinguish between 'must-have' and 'nice-to-have' qualifications. Lastly, align the job description with your company culture and values. This gives candidates an idea of what it's like to work for your company and can help attract those who align with your ethos. Remember, a well-crafted job description is crucial in attracting the right talent for your role and helping candidates decide if they are a match.

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• Key Differences

Know the Differences & Comparisons

Difference Between Job Analysis and Job Description

In finer terms, Job Analysis means an in-depth examination and evaluation of a particular Job. Conversely, Job Description is a statement that characterizes of a particular job.

At present, these two concepts have gained much importance because of extreme competition; all the organization wants to put the right man at the right job. But it can only be possible if you thoroughly investigate the details regarding the Job. so, here in this article, we will explain the difference between job analysis and job description, in tabular form.

Content: Job Analysis Vs Job Description

Comparison chart.

Definition of Job Analysis

Job Analysis is a detailed examination and evaluation of the job to determine the necessary information regarding the nature of the job. It includes thorough study, observation, and reporting of what the job involves, qualifications of the job holder, working conditions, abilities, skills, competencies, duties, responsibilities, etc. Job Description and Job Specification are the two products of Job Analysis. It is performed by an expert known as Job Analyst.

Uses of Job Analysis

Information for job analysis may be collected through interviews with incumbents and supervisors, questionnaires, surveys, position analysis, checklists, etc.

Job Analysis is carried out to pick the appropriate candidate from some applicants who is best suited for the concerned job. The analysis may include research of necessary skills, knowledge, and qualifications required for doing a job because every job is different in itself. The importance of Job Analysis in an organization is as under:

• Performance Appraisal
• Compensation Management
• Job Re-engineering
• Health and Safety
• Job Evaluation

Definition of Job Description

Job Description is a written document which narrates the job contents in a systematic manner describing, What are the tasks performed by a worker?  And How they are to be performed? It is prepared on the basis of Job Analysis and therefore, the effectiveness of Job Description depends on how well the procedure of Job Analysis is accomplished.

Job Description is an explanatory prospectus which records the job facts which are appropriate as well as authorised. It usually contains the following content:

• Introduction of job
• Designation
• Job Summary
• Duties and Responsibilities
• Training details
• Authorities
• Salary Range
• Reporting authority
• Performance Standards

Job Description is used as an essential tool for eliminating the unfit applicants for the concerned job. Apart from that, it helped the organisation to set standards for choosing the appropriate candidate for the job by asking relevant questions at the time of interview.

Key Differences Between Job Analysis and Job Description

The points given below are substantial so far as the difference between job analysis and job description is concerned:

• The careful study of each and every aspect of a particular job is known as Job Analysis. A descriptive statement that lists out all necessary job facts is known as Job Description.
• Job Analysis is performed first, on the basis of which Job Description is created.
• Job Analysis can be done either orally or written. Conversely, Job Description is developed only in a written format.
• Job Analysis is a process, whereas Job Description is a statement.
• Job Analysis is a basis for Job Evaluation but with the help of Job Description Advertisement for the job can be placed for recruitment purposes.

Job Analysis is a function conducted by the Job Analyst taking the whole staff of the organisation into consideration. In this process first of all the collection of background information is done in which the details of a particular job are extracted in relation to other jobs. After that, the job data are collected from the seniors, juniors, co-workers etc. A trade job analyst is appointed to watch the employees while they perform the job.

Finally, job description and job specification are created on the basis of the collected information and facts. So the candidates must possess the qualifications as described in the Job Description.

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July 10, 2021 at 1:14 am

Thanks for this.. amazing

Francis says

May 24, 2023 at 10:36 pm

Its the most helpful information

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A New Approach to Writing Job Descriptions

• Antonio Nieto-Rodriguez

It’s time they reflect the flexibility and fluidity of modern day roles and responsibilities.

Traditional job descriptions can’t keep up with the rate of change in real roles in today’s organizations. As new technologies disrupt processes and require new skills, and as companies are moving toward more and more project-based work, we are beginning to see the evolution of job descriptions away from static, holistic prescriptions that follow an employee for years to dynamic guidance that changes based on needs. What’s replacing them are approaches that are more flexible because they’re based on outcomes, skills, or teams.

This article is one in a series on “Creative Resilience: Leading in an Age of Discontinuity,” the theme of the 15th annual Global Peter Drucker Forum . See the conference program here .

Jobs today are changing fast , and traditional job descriptions can’t keep up. As new technologies disrupt processes and require new skills, and as companies are moving toward more and more project-based work, we are beginning to see the evolution of job descriptions away from static, holistic prescriptions that follow an employee for years to dynamic guidance that changes based on needs.

• Antonio Nieto-Rodriguez is the author of the Harvard Business Review Project Management Handbook , five other books, and the HBR article “ The Project Economy Has Arrived. ” His research and global impact on modern management have been recognized by Thinkers50. A pioneer and leading authority in teaching and advising executives the art and science of strategy implementation and modern project management, Antonio is a visiting professor in seven leading business schools and founder of Projects & Co mpany and co-founder Strategy Implementation Institute and PMOtto . You can follow Antonio through his  website , his LinkedIn newsletter  Lead Projects Successfully , and his online course  Project Management Reinvented for Non–Project Managers .

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Job Description vs Job Posting: 3 Key Differences

Job description vs job posting — what’s the difference? Many people use these terms interchangeably. They’re similar, but not the same. Here’s why.

The Definition of a Job Description

A  job description  is a framework for a job post. It represents all of the responsibilities for a role. When an employee signs a “job description”, it’s a legal document that helps you measure productivity and performance.

The process of writing a JD is usually a collaboration between the hiring manager, recruiter, and compensation team. 

Job Posting Definition

A  job posting  is what you find on job boards or company career sites. It’s a recruiting tool to attract potential candidates. A job post helps candidates answer the question, “Do I want to apply for this job?”.

A recruiter or someone from the Talent Acquisition team usually writes job postings.

The Difference Between “Job Description” and “Job Posting”

Now that we’ve defined both, let’s look at 3 key differences between a job posting vs job description.

1. Explaining Roles vs. Attracting Candidates

A Job description is usually an internal doc. It explains the tasks, duties, salary, and functions of a position. You can think of it as a job manual for you and your new employee. It tells your new hires what you expect of them and how the company will measure their job performance.

The primary purpose of job postings is to attract potential applicants. A job posting is usually found outside the company (unless it’s an internal job posting ). They’re an external recruiting tool. You’ll generally post them on job boards and career sites.

2. Creating a Legal Document vs. a Marketing Piece

A job description is a legal document filed away by HR once it’s signed by a hiring manager and an employee. It’s usually in the form of a Word doc or an Excel spreadsheet. It’s organized and focused more on outlining facts, roles, responsibilities, and expectations than anything else.

A job posting is more dynamic. Job postings have images, videos, employee testimonials, and more. Job postings are marketing pieces.

Here’s a side-by-side comparison of a job description vs job posting:

3. Using Company Jargon vs. Engaging Content

A job description is usually a long list of job requirements employees sign. They’re often hard to read. You typically use a formal tone and an academic (or legal) writing style for job descriptions. Sometimes JDs have company jargon or acronyms that might confuse candidates. So, to keep the playing field level, you want to avoid jargon and use engaging language to attract the right candidate.

One example is “KSAs” ( knowledge, skills, and abilities) :

Required KSAs:

• Three years of people and/or project management experience
• Prior people/project management experience
• Excellent written and verbal communication skills
• Ability to accomplish many complex tasks simultaneously
• Success implementing continuous improvement initiatives

KSAs are a common (and key) piece of job descriptions because this is how employee performance is measured. But, in a job posting, you might switch out “Required KSAs” with “Your Requirements”…to make it sound less like a legal document.

A job posting is engaging because it piques the attention of your target recruits (and sells your job opportunity). So, use words that get applicants excited to apply. Will they get to work with exciting people? What kind of fantastic benefits will they get? What salary will they make? Writing it in second person (“you”) helps too, because you speak directly to the candidate.

Job descriptions and job postings are very similar. But they are not the same. It’s ok to use the terms interchangeably, but make sure not to confuse the documents you’ll use in your hiring process.

Note: Here’s a blog by Ongig’s CEO, Rob Kelly, with even more info on job descriptions vs job posting s — What’s The Difference Between a Job Description, Job Posting and Job Ad?

Why I wrote this?

Ongig is on a mission to create effective and inclusive job descriptions (and job postings) so you can attract top talent. Please request a demo for a free JD analysis.

Shout-outs:

• Eight key Differences Between a Job Description and a Job Advert at Webrecruit (by Holly Watson )
• Job descriptions vs. job postings: What’s the difference? (by  The Procom Staff )
• The Ideal Work Environment for Millennials (by Alba Garcia Garcia )
• What’s the Difference Between a Job Description, Posting, and Ad (by Katrina Kibben )
• What’s the Difference Between a Job Description and a Job Posting (by the University of Arkansas )

March 28, 2022 by Joanne Derecho in Job Descriptions

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Know the Difference: Job Descriptions vs. Job Announcements

by Catherine Mattice Mar 19, 2019

When I work with organizations to create or update their performance management systems, I start by asking to see their job descriptions. What I get in return is a mixture of job announcements and descriptions, unclear or incomplete descriptions, or an email saying that they don’t have any – yikes! Find out the difference between Job Descriptions vs. Job Announcements.

Job Descriptions

A job description hold employees accountable for their performance and help protect the organization from risk . They essentially act as a contract between the employer and the employee, as they lay out tasks, responsibilities, physical requirements, classification and other important information needed to defend any overtime exemptions or to assist in conversations about accommodations.

From those tasks and responsibilities emerge expectations and core competencies – that managers must articulate and enforce to drive employee performance. Without job descriptions managers can’t possibly communicate expectations effectively, and are left struggling to discuss areas in need of improvement.

Also keep in mind that job descriptions are fluid and may change as the position evolves and as the person in that position grows. They should be openly discussed at one-on-one’s and during performance conversations when needed.

Job Announcements

Job announcements are different documents entirely. They are marketing assets, meant to attract viable candidates. Marketing is meant to attract customers, and job announcements are meant to attract candidates.

It should include a description of the position, key qualifications and information about the organization’s culture. Also share why this position is important to the organization’s success.

Don’t get too caught up in sharing every last detail of the job, save that for the interview. Your announcement should give people enough information to apply, and ensure you’re getting the right candidates, but people don’t need to know that the executive assistant job will require some filing, for example.

Additionally, think about how the announcement can speak to your culture. If your culture is fun, then one of the responsibilities for your sales manager could be, “Help the sales team kick even more butt than they already are.” If your culture is more straight-laced, you might try, “Coach our stellar sales team into even greater success.”

If you don’t have job descriptions or are treating your job announcements like job descriptions, it’s time change that. Seriously, put it at the top of your to do list.

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How do I conduct a job analysis to ensure the job description matches the duties performed by the employee in the job?

Job  analysis is the process of gathering, examining and interpreting data about a job's tasks and responsibilities. It generally includes tracking an employee's duties and the duration of each task, observing the employee performing his or her job, interviewing the employee, managers and others who interact with the employee, and comparing the job to other jobs in the same department and job grade or job family. An important concept in job analysis is that it is an evaluation of the job, not the person doing the job. The final product from a job analysis includes a thorough understanding of the essential functions of the job, a list of all duties and responsibilities, a percentage of time spent for each group of tasks, the job's relative importance in comparison with other jobs, the knowledge, skills and abilities (KSAs) needed to perform the job, and the conditions under which the work is completed.

There are many ways to perform a job analysis, but all require the cooperation of the employee in the position, his or her manager(s) and others the employee works closely with while performing his or her job duties.  

The following steps will help provide the best analysis of a particular job:

• Have employees complete a job analysis questionnaire.
• Interview employees, asking them specific questions about their job duties and responsibilities.
• Obtain log sheets from employees with information about each of their tasks and the time spent on each task for at least one full work week.
• Complete desk audits where you observe employees doing their jobs at different times of the day and days of the week and track what they do and for how long.
• Interview supervisors and managers, and other employees, clients and customers the employee may interact with while performing the job.
• Compare the job to other jobs in the department as well as the job grade or job family to show where it falls on the pay scale.

If there is more than one person doing the same job, make sure to observe and obtain feedback and information from more than one person. You will want to review your findings with the employees who do the job as well as their supervisors and managers to tweak your findings until you have an accurate reflection of the job duties and responsibilities. 

Once an accurate overview of a position is developed, employers should update the job description to match the results of the job analysis.

Job descriptions can be used as a tool for recruiting, determining salary ranges and levels or grades, establishing job titles, creating employee's job goals and objectives, and conducting performance reviews. They can also be used for career planning, creating reasonable accommodations and meeting legal requirements for compliance purposes. Because of this, it is important to have written job descriptions that accurately reflect the employees' current job duties and responsibilities.

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5 Ways to Manage a Job Reassignment

Instead of laying people off, organizations are increasingly giving them new job assignments. How to manage what can be a jarring professional change.

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Career & Leadership Coach, Korn Ferry Advance

U.S. companies announced 42% fewer layoffs in July than in June, and 8% fewer cuts than in July of 2022. The underlying reason is unexpected, however: while companies are continuing to eliminate jobs, they’re often reassigning workers to new roles instead of laying them off. Experts believe this trend could continue.

“Chances are, these are the types of changes we can expect to see over time, whether it’s due to new technology, like AI, or economic trends,” says Korn Ferry Advance coach Frances Weir .

While it can be difficult for employees to suddenly step into a new role and work with a new manager and team, experts say reassignment can have an upside. It offers employees an opportunity to learn new skills and bolster their résumé. For instance, if you’re moved onto a team that is underresourced and needs help, there’s an opportunity for you to make notable contributions that could earn you recognition, says Mark Royal , a senior client partner for Korn Ferry Advisory.

Since a reassignment can potentially be advantageous, it’s worth considering what steps to take to help you adjust. Here are five ways to adapt to a job reassignment.

Manage your emotions.

Reassignments are often unexpected, so it’s important to take a step back from your emotions. It’s normal to feel surprise, anger, or a loss of control, Royal says. But making an immediate, emotional decision—like quitting immediately—could wind up being detrimental to your long-term career.

Be diplomatic with your manager and get ready for the new assignment. At the same time, do some self-reflection. “Understand why you feel this way, and know that if you choose to stay, it doesn’t have to be forever,” Weir says.

Treat it like a new job.

As with any new position, making a good impression during your first 90 days is important, says Alyson Federico, a career coach at Korn Ferry Advance. “No matter how familiar you already are with the team or your new manager, don’t make assumptions that you know what’s going on or what you’re supposed to do,” she says.

Remember that your relationship with these colleagues will evolve. Ask questions to understand expectations about deliverables and responsibilities, how the team communicates, and how you fit into the group, Federico says. Make sure you have a clear sense of how your new team defines success.

Determine the reassignment’s length.

“Is this an open-ended shift, or has it been presented as a short-term assignment with some expectation of other opportunities down the road?” Royal says.

Ask your manager whether there will be a probationary period. Determine how much grace you will get before you’re expected to be a full contributor. Ask if there’s an onboarding process to help you get up to speed.

Stay optimistic.

Your new role and new department might provide an opportunity to build additional skills for your résumé and provide future career options. “You might stumble into something you’re really good at that you were previously unaware of, or perhaps land on a team you really enjoy working with, or discover a new career interest,” says Tiffinee Swanson , a Korn Ferry Advance career coach.

Remind yourself that even though your old role was eliminated, your company decided to keep you. That is a strong signal that your organization values you and your work, Royal says.

Consider the role’s fit.

Even if the role seems to be a poor fit for your skills, you might consider staying if you can see a career path within the company where the fit might be better, Royal says.

Give it some time, experts say. However, if it continues to be a struggle, it’s OK to leave, especially if you have another job offer, you’re offered a severance package, or you’re burned out and don’t have energy to make a change to a reassigned role.

“The best insurance against job loss, or ending up in a position you don’t like, is consistent networking, keeping your résumé and LinkedIn profile up-to-date, and staying abreast of trends in your industry,” says Val Olson , a career coach at Korn Ferry Advance. 

For more expert career advice, connect with a career coach at  Korn Ferry Advance .

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Job vs. Assignment — What's the Difference?

Difference Between Job and Assignment

Table of contents, key differences, comparison chart, compare with definitions, common curiosities, is a job more important than an assignment, how do feedback processes differ between jobs and assignments, are assignments usually part of educational settings, do jobs come with more responsibilities than assignments, can an assignment lead to a job, are there specific industries where assignments are more common than jobs, what is the primary difference between a job and an assignment, can an assignment be part of a job, how does the scope of a job compare to that of an assignment, which typically lasts longer, a job or an assignment, how does one transition from handling assignments to handling a job, can the completion of assignments impact job performance evaluations, what types of benefits are associated with jobs but not assignments, is it possible to have multiple assignments within a single job, what motivates people to excel in jobs and assignments, share your discovery.

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Why job descriptions should evolve

Job seeker and applicant writing a resume and CV with a laptop. Tero Vesalainen/iStockPhoto / Getty Images

This is the weekly Work Life newsletter. If you are interested in more careers-related content, sign up to receive it in your inbox. Sent every Monday afternoon.

Question for job seekers: What was the last memorable job description you saw?

For those who aren’t looking: When did you last update your current job description to reflect what you actually do?

I chatted with Rob Baker, the founder of U.K.-based HR consultancy Tailored Thinking, about the problems with job descriptions and how they should change to better serve employees and employers.

The consultancy bases its work around the concept of “positive deviance,” which is the idea that people or corporations can try unusual tactics and see positive results.

Job descriptions as barriers

Mr. Baker says that one main challenge with job descriptions today is that they are restrictive.

“People aren’t able to develop new skills and knowledge in terms of their goals, because often they’re confined by their job description,” he says.

Along with that, he says they aren’t very engaging for candidates.

“Typical job descriptions don’t refer to the purpose and the heart of the role,” he says, which is a big miss in a world where people want to do more purpose-driven work.

Creating a job canvas

Mr. Baker says job descriptions should be evolved into job canvases. He describes them as, “living, breathing documents that develop and grow with people.”

It can cover typical things like the key activities, skills and strengths needed to succeed. However, it’s updated over time to reflect changes in those areas and also includes other important career-related information like the core values the worker delivers to the business, key performance indicators, challenges they are facing and what key resources they currently rely on to get their job done.

Mr. Baker says this will allow for more job flexibility and coaching-oriented conversations, while also helping everyone get a better picture of what other people across the business actually do.

“The task is about creating a masterpiece of work that aligns with individual strengths and goals and organizational goals,” he says.

The future of job descriptions

Mr. Baker says he could see job descriptions evolving in a few different ways.

One is that they become more fluid and leave space for change. Instead of shaping job descriptions around what can be completed in a typical work week, they could look at different time frames like what should be achieved in a month or even in 30 hours per week.

Mr. Baker says this approach allows roles to shift over time, depending on the desires of the worker or the needs of the business.

For example, he says creating job descriptions based around a 30-hour week would allow candidates to have some autonomy around filling the rest of that time building skills and experience outside of their main role. Or, it could mean doing nothing and choosing to work a four-day work week.

“Allowing people to construct it in some way is something that is really exciting and doable within today’s work; particularly if people are crying out for more flexibility,” he says.

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The return of ‘who you know’.

Hiring has slowed in many industries. Additionally, the use of tools like ChatGPT and automated bots to apply for jobs — especially among new graduates — has left career seekers and recruiters alike in a bit of a tizzy. Former public company CEO and Rotman assistant professor Dan Richards says people must tap in to internal referrals to stand out.

He advises: Start by identifying 10-20 target companies you’d be interested in working for. Then, find someone who works at your target company on a website such as LinkedIn and see what you have in common like a shared hobby or alma mater. Lastly, reach out. Show you’ve done your research on the individual and the company and ask for something specific like 20 minutes of their time to seek advice.

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Paranormal recruitment.

According to one career coach, ghosting candidates — or never following up after several interviews — is unprofessional but not uncommon. Legislation has been proposed in Ontario that would ban this type of ghosting, requiring larger employers to respond to all candidates that they’ve interviewed.

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Career vs Job: Understanding the Key Differences

Defining the Concepts: Career and Job

To grasp the differences between a career and a job, it's important to first have a clear understanding of what each term entails.

When delving into the nuances of career and job distinctions, it's essential to recognize that these terms not only define one's professional life but also shape their personal growth and aspirations. While a job may provide immediate financial stability and fulfill basic employment needs, a career offers a broader scope of opportunities for advancement, skill enhancement, and fulfillment.

What is a Job?

A job is typically thought of as a task-oriented role that fulfills immediate employment needs. It is often associated with a specific occupation or position within a company. A job is focused on performing specific tasks to earn a paycheck. Whether it's working as a cashier, a barista, or an administrative assistant, jobs usually involve routine duties that may not require specialized skills or long-term commitment.

Furthermore, a job can serve as a stepping stone towards building a successful career. It provides individuals with valuable work experience, networking opportunities , and a chance to explore different industries and roles. While a job may be seen as a temporary position, it can lay the foundation for future career growth and development.

What is a Career?

In contrast, a career is a long-term journey that encompasses a series of employment opportunities, often within a particular field or industry. A career is characterized by continuous growth, skill development, and the pursuit of personal and professional goals. It involves a deeper sense of purpose and commitment, as individuals actively shape their path and work towards achieving higher positions and greater responsibilities.

Moreover, a career is not just about climbing the corporate ladder but also about finding fulfillment and satisfaction in one's chosen profession. It allows individuals to make meaningful contributions, leave a lasting impact, and cultivate expertise in their field of interest. Unlike a job, a career requires strategic planning, ongoing learning, and adaptability to navigate the ever-evolving landscape of the workforce.

The Core Differences Between a Job and a Career

Now that we have a clear distinction between jobs and careers, let's explore the core differences in more detail.

But first, let's take a step back and delve into the origins of the words "job" and "career." The word "job" can be traced back to the Middle English word "jobben," which means to do piecework or to barter. It originally referred to a specific task or assignment. On the other hand, the word "career" has its roots in the Latin word "carrus," which means a wheeled vehicle. It was used to describe the course of a race or a journey. This etymology sheds light on the fundamental disparity between the two.

Duration and Longevity

One significant difference between a job and a career is the duration of engagement. A job is usually short-term and focused on meeting immediate financial needs. It might be a stepping stone towards a career or a temporary means of income. However, a career involves long-term commitment and continuous professional development . It is a path that individuals choose to invest their time and energy in over an extended period.

Think of a job as a sprint, where you put in your energy for a short burst of time, and a career as a marathon, where you pace yourself for the long haul. Both have their merits, but the level of dedication and investment required differs significantly.

Passion and Interest

Passion and interest play a crucial role in differentiating between a job and a career. While you may find satisfaction in your job, a career is often built upon a deep-rooted passion and genuine interest in a specific field or industry. Pursuing a career allows individuals to align their personal values and interests with their professional endeavors, creating a sense of purpose and fulfillment .

Imagine waking up every morning excited to tackle the challenges and opportunities that come your way. That's the power of a career driven by passion and interest. It fuels your motivation, ignites your creativity, and propels you to go above and beyond what is expected.

Skills and Growth

When it comes to skills and growth, careers offer greater opportunities for development and advancement. In a job, you may acquire certain skills to perform specific tasks efficiently. However, a career involves ongoing skill-building and continuous improvement. It provides avenues for professional growth, such as training programs, mentorship, and higher-level responsibilities, which can lead to increased expertise and upward mobility within an organization or industry.

Imagine a career as a staircase, with each step representing a new skill or level of expertise. As you climb higher, you gain a broader perspective, acquire new knowledge, and unlock doors to exciting opportunities. It's a journey of self-discovery and personal growth that transcends the boundaries of a job.

So, whether you're currently in a job or contemplating a career change, understanding the core differences between the two can help you make informed decisions and set yourself on a path that aligns with your aspirations and ambitions.

Pros and Cons of Having a Job

Let's now explore the advantages and disadvantages of having a job as part of your professional journey.

Stability and Security

One of the primary benefits of having a job is the stability and security it can provide. Regular paychecks, employee benefits, and the reassurance of a steady income source offer a sense of financial security. Additionally, jobs often come with set working hours and clear expectations, providing a level of certainty in your schedule and workload.

Flexibility and Freedom

While jobs may not offer the same level of flexibility and freedom as careers, they can provide a certain degree of work-life balance. Some jobs allow for flexible scheduling or part-time hours, enabling individuals to pursue personal interests or take on other roles outside of work. This flexibility can be especially valuable for those with diverse responsibilities or non-work-related aspirations.

Pros and Cons of Pursuing a Career

Next, let's examine the advantages and disadvantages of pursuing a career.

Personal Fulfillment and Satisfaction

One of the major benefits of pursuing a career is the potential for personal fulfillment and satisfaction. Engaging in work that aligns with your interests and values can bring a deep sense of purpose to your professional life. When your work becomes more than just a means to an end, it can significantly contribute to your overall well-being and happiness.

Opportunities for Advancement

A career provides ample opportunities for advancement and growth. With a focus on continuous improvement and skill development, careers often present pathways to take on more responsibilities, climb the corporate ladder, or even transition to new roles within the same field. This potential for progression allows individuals to evolve professionally and achieve their long-term goals.

Transitioning from a Job to a Career

While having a job can provide immediate financial stability, many individuals aspire to transition into a fulfilling career. Let's explore when to consider making this transition and the steps involved in doing so.

When to Consider a Career Change

Deciding to transition from a job to a career is a personal choice that requires careful consideration. It may be time to contemplate a career change if you feel stagnant in your current role, lack passion or interest in your work, or are longing for new challenges and opportunities. Reflecting on your long-term goals and assessing your personal and professional needs can help determine if a career change is the right path for you.

Steps to Transition Successfully

Transitioning from a job to a career entails careful planning and deliberate action. Here are a few steps to set yourself up for a successful transition:

• Self-Reflection: Identify your strengths, interests, and values to determine the direction you want to pursue.
• Research: Explore industries and roles aligned with your aspirations, gathering information about potential career paths.
• Skills Assessment: Assess your current skills and identify any gaps that need to be filled through additional training or education.
• Networking: Build connections within your desired field or industry to gain insights, advice, and potential job opportunities.
• Professional Development: Engage in continuous learning and skill-building activities to enhance your qualifications for future career prospects.
• Job Search: Apply for positions aligned with your goals, leveraging your network and showcasing your relevant skills and experience.
• Ongoing Growth: Maintain a growth mindset and continuously seek opportunities for learning and advancement in your chosen career.

Embarking on a career journey can be both exhilarating and challenging. However, with careful planning, persistence, and a clear vision, it is possible to transition successfully and find fulfillment in your professional life.

In conclusion, understanding the key differences between a job and a career is essential for making informed decisions about your professional path. While jobs offer stability and a short-term focus, careers provide long-term growth, personal fulfillment, and opportunities for advancement. Both have their advantages and disadvantages, and transitioning from a job to a career requires careful reflection and planning. By recognizing these differences and assessing your own goals and aspirations, you can chart a path that aligns with your passions and leads to a fulfilling professional life.

Ready to transition from just having a job to building a career that resonates with your passions and values? At Candor, we're dedicated to helping you find that sense of belonging in the workplace. Join a community that values culture as the core of a legendary team, where work feels like play because you're surrounded by a team that feels like home. Don't let culture be an afterthought; make it your co-owned mission. Sign up for Free today and start shaping the culture that will define your fulfilling career journey.

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Is "assignment" the same as "a job"

Yourdictionary.com and couple of others provide this definition for "assignment":

A position or post of duty to which one is assigned. The journalist took an assignment in China.

Is this the same as "a job"? Does the sentence mean that the journalist took a job in China?

Some other definitions state that it's:

A piece of work that has been assigned (source thefreedictionary )

Is assignment not only a piece of work but also your occupation? Something you do for a living. Can I say "My assignment for the last 20 years was a taxi driver"?

• word-meaning

Yes, you can say it if you wish but it would be misleading unless someone had assigned you to be a taxi driver, which would be most unlikely.

A job is a description of any kind of work a person or organisation undertakes, whether paid or unpaid.

An assignment is of its nature usually a temporary function/commission/appointment in which somebody is sent to do a particular job for a time.

If you are for example an accountant, you can be assigned to a particular desk or account; a policeman to a particular investigation, a soldier to a particular unit, a banker to a particular branch - and so on.

In all these cases, somebody senior assigns someone more junior to do the job.

So, in your example, the journalist undertook a particular job in China to either report on or investigate or follow up a story.

• 1 Additionally, at school an assignment is a specific task for a student to do in class time or as homework, and the word also refers to the document which is produced during the assignment and handed in for correction. On the other hand a job is a task unrelated to the students studies, for example rubbish bin duty. –  Peter Commented Jun 12, 2022 at 12:51
• 1 Also, a 'job' can be a position in which one is employed, e.g. police officer, journalist, and also a task imposed in that employment, e.g. patrolling a stretch of road, writing a story, and so on. This latter meaning can be synonymous with 'assignment'. –  Michael Harvey Commented Jun 12, 2022 at 12:56

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