The effectiveness of position descriptions in the hiring of entry level employees: A survey of the Society for Human Resource Management in Tampa, Florida

Position descriptions play an important role in the hiring of employees. While there is an abundance of research into the hiring of supervisor, managerial, and executive staff, little research has been conducted into the hiring of entry-level employees who make up the majority of the workforce. Organizations desire to attract and hire the most qualified personnel. When this is successfully accomplished the organization improves efficiencies and reduces costs. It is in an organization's best interest to hire employees whose knowledge, skills, and abilities (KSA's) match the job they are hired to do. This study sought to identify whether position descriptions are utilized in the hiring process for entry-level employees. Also measured was the degree of satisfaction hiring managers had with the employees selected, regardless of whether position descriptions were used in making the selection. These two variables were compared and contrasted. To establish a foundation of the research, members of the Society for Human Resource Managers Chapter 074 (known as HR Tampa) in Tampa, Florida were surveyed. HR Tampa members are human resource professionals involved in some way in the hiring process with a large percentage being hiring managers. The survey was conducted via the Internet and in-person by the researcher. The survey collected personal and organizational demographic data and information on the respondent's use of position descriptions in the hiring of entry-level employees and their subsequent satisfaction with the individuals hired. Survey results indicated that of those surveyed, the hiring process within the organizations did indeed use position descriptions in the hiring process for entry-level employees. Results also found that respondents were either satisfied or highly satisfied with the final hiring selections. Results also revealed that the larger the size of the respondent's organization, the lower the rating of the effectiveness of position descriptions in the hiring process and the lower the rating of overall satisfaction with the final hire. This study sought a foundation of research into the hiring of entry-level employees. Results demonstrated that while the position description played a role in the hiring-process the validity of its use is subjective and varies by individual and organization.