Job Descriptions Job Descriptions 3

Question 1

What is a 'job specification' as distinct from a 'job description'?

Accepted Answer

The minimum qualifications, skills, and attributes required of the person filling the role

Answer

A job specification focuses on the person—education, experience, skills—while a job description focuses on the role and its duties.

Question 2

Which approach best helps ensure a job description remains legally defensible over time?

Accepted Answer

Reviewing and updating it regularly to reflect actual duties performed

Answer

Regular updates ensure the description accurately reflects the role, which is essential for ADA, FLSA, and other compliance purposes.

Question 3

When a job description includes 'preferred' qualifications, what does that typically mean?

Accepted Answer

They are desirable but not required for the role

Answer

Preferred qualifications indicate attributes that would be advantageous but are not eliminatory screening criteria.

Question 4

A hiring manager wants to add 'must have a car' to a job description for an office-based role. What concern should HR raise?

Accepted Answer

It may discriminate against individuals with disabilities or lower income without being job-related

Answer

Requirements unrelated to actual job duties can have discriminatory effects and should be included only when genuinely necessary for the position.

Question 5

What is the benefit of listing a salary range in a job description?

Accepted Answer

It increases transparency, attracts well-matched candidates, and is required by pay transparency laws in several US states

Answer

States like Colorado, New York, and California require salary range disclosure, and transparency generally improves candidate quality and trust.

Job Descriptions Practice Test