How to use the internet for writing job descriptions?

Internet browsing are basic guidance for producing job description, although an new JD for existing  employee promoted with a new job description is pretty much easier to prepare without a guidance from the web.Now, internet browsing is a good reference to create a new JD for a new  a new candidates when it comes of a more detailed task list, list of job responsibilities and associated task and a list of job specific competencies to have a full detailed JD.

More employers are turning to the Internet for their job descriptions. One site, www.jobdescription.com, illustrates why. The process is simple. Search by alphabetical title, keyword, category, or industry to find the desired job title. This leads you to a generic job description for that title say, Computers & EDP Systems Sales Representative.

You can then use the wizard to customize the generic description for this position. For example, you can add specific information about your organization, such as job title, job codes, department, and preparation date. And you can indicate whether the job has supervisory abilities, and choose from a number of possible desirable

competencies and experience levels.

O*NET The U.S. Department of Labor's occupational information network, called O*NET, is an increasingly popular Web tool (you'll find it at http://online.onetcenter.org).

HOW TO USE O*NET Many managers and small business owners face two hurdles when doing job analyses and job descriptions. First, they need a streamlined approach for developing a job description. Second, they fear that they will overlook duties that subordinates should be assigned.

Job Descriptions 

Writing JD is a challenging task., most of the employers are using internet.. googling.. to get the JD they want. 

Internet is a tool, where we can collect data regarding the job profile. But we should consider the actual requirement (KRA ) of the profile should be there in the JD.

Thanks / Praveen

Benefits of Using Job Descriptions

A well-crafted job description provides you and the employees who report to you with a blueprint for success. It's the basic tool you use to hire, measure, and manage the performance of each employee, and of your team as a whole. Taking the time to create an accurate description will help you in almost every role you play as a manager:

• Hiring. The job description is the basis of your search for a new hire. It will help you weed out applicants who don't have the necessary qualifications and find a new employee who has what it takes to succeed. (See our Hiring Employees page for more information.)
• Interviews. You can build your set of interview questions around the job's actual requirements, as set out in the description. This will not only help you find a great hire, but also help you steer clear of topics that could lead to legal trouble. (For more information, see Conducting Job Interviews.)
• Orientation. A new or recently promoted employee can use the job description to understand immediately what you and the company expect, and hit the ground running on the first day of work.
• Performance management. The job description explains what constitutes success in the job. You can measure an employee's performance against those expectations. The description also gives you written proof that your employees knew what the company expected, if you later have to discipline or fire someone who couldn't measure up. (For more information, see How to Conduct Employee Evaluations.)
• Compensation. A job description gives you (or your human resources department) a solid way to measure the value of a job and set the pay accordingly.