Please respond to question 1 and 2.
This is what I wrote:

When sourcing for human resource, job advertisements usually carry with them job descriptions that are a vital section in the process of job recruitment. Job descriptions help the potential job applicants to have an accurate reflection of the work the employer expects them to do (JDXpert, 2014). Additionally, job descriptions provide the employer with a practical evaluation way on possible applicants; it helps in shortlisting of applicants who match the set evaluation criteria. The recruitment process is a long one which involves training and posting; job descriptions help to give a clear outline of what is required in the job thus making the posting process of job recruitment easier (JDXpert, 2014). Employees also have the opportunity to grow when they are recruited yet they do not meet all the job descriptions listed. They are presented with the chance of developing their careers to match the job descriptions they are given with.
Poor and good job description
Having a good job description is the key to attracting a large pool of labour resources that gives a wide range where the employer can easily choose from. A good job description that can draw potential human resource must have a clear job title, address the potential candidates directly and not beat around the bush. The job description must also clearly outline the required tasks that are needed by the employer; this creates clarity on what the employer expects of an employer when he or she is successfully recruited ("How to write a good job description," 2020). A poor job description, on the other hand, lacks everything that a good job description has; it lacks clarity about the tasks required of an employee, and it is vague.
References
How to write a good job description. (2020, February 5). Retrieved from https://resources.workable.com/tutorial/how-to-write-a-good-job-description
JDXpert. (2014, July 17). Why Job Descriptions Are Important To Recruiting [Video]. Retrieved from https://www.youtube.com/watch?v=rrTxoO3iSns


Question 1.

mportance of Job Description
A job description is the most critical aspect of recruiting because it helps to attract the right, competent candidates who share similar visions of the organization. A good job description indicates the academic, professional, and experience requirements for the right candidate. The job description must clearly state the roles and responsibilities of the position. It is essential to create boundaries and the teamwork environment within which the job holder works. A good job description indicates where the employee will report hiring authorities. An organization must have a good job description to provide a harmonious understanding across all departments on matters requiring cross-department collaboration. The job description provides principles against which the right candidate is selected. The organization can use it as a basis for defending the objectivity of its recruitment process in case of accusations of any form of discrimination (Mader-Clark, 2013).
A bad job description does not delineate the boundaries of each employment position's role and responsibilities in the organization. Such descriptions fail to capture the line of authority and the academic qualifications of the right candidate. A job description that leaves a lot of room for guesswork by failing to state the job expectations and standard of behavior may result in a poor candidate finding their way into the workforce (Deb, 2010). Poor job description results in confusion in the organization and a lack of responsibilities among the workforce. When the hiring goals are not clearly stated, and there is a lack of clarity in the vision of hiring, this is likely to result in poor job descriptions and hiring processes. Bad job descriptions are at a higher risk of settling for an incompetent workforce.
References
Mader-Clark, M. (2013). The job description handbook. Berkeley, CA: Nolo.
Deb, T. (2010). Managing: Human resources & industrial relations. New Delhi: Excel Books.

Question 2.

Job descriptions are particularly important in recruiting or hiring employees.  It gives the potential employee a screenshot of job duties and responsibilities and requirements to perform to job and become successful.  The hiring agency also gives a guideline of what are the expectancies from employees which can be utilize during the performance appraisal/evaluation during the probation and annual assessment.  According to JDXpert (2014), a well-defined job description outlines the position not only the duties and responsibilities of the job but also what behaviors values and goals you expect the employee to uphold.  Some of the details are listed below:

Accurate reflection of the work expected to perform
More efficient way to evaluate job applicants
Outline job requirements for easy job posting construction
Reflect potential growth opportunities
Having your own organization, Scott (2013) you will need to have employees to fulfill the following tasks: administration, accounting, development, and service or program delivery, you will likely add staff in maintenance, information technology, and operations.  The employees you hire can make or break your business (Start Your Own Business, 2015), this is when your organization increases or decreases employee turn-over rate.  One article I search written by Zhang, Xu, & Sun (2020), organization can enhance creativity by selecting employees with specific personality traits, because organizational innovation arises from employees creative ideas and active behavior at the individual level.

References:

JDXpert, (2014).  Why Job Descriptions are Important to Recruiting.  Retrieved from https://www.youtube.com/watch?v=rrTxoO3iSns

Scott, L. (2013).  From Passion to Execution: How to Start and Grow an Effective Nonprofit Organization.  MA: Cengage Learning.

Start Your Own Business (2015).  The Only Startup Book Youll Ever Need, 6th Edition.  The Staff of Entrepreneur Media Inc.

Zhang, W., Xu, F., & Sun, B. (2020). Openness to experience, job characteristics, and employee creativity: An interactionist perspective. Social Behavior & Personality: An International Journal, 48(4), 112.  Retrieved from EBSCOhost https://doi-org.saintleo.idm.oclc.org/10.2224/sbp.9047