By: Mara Miller
Having a well-written job description is crucial for a successful recruitment process. You are writing directly to the candidates you want to attract. The job description is the start of a conversation between you and the candidate. It not only helps attract qualified candidates but also sets clear expectations for the role.
1. Job Title
Start by composing a clear and concise job title. Don’t beat around the bush with vague or embellished terms. Instead, use recognized searchable job titles that leave no room for confusion or misinterpretation. Let’s make sure applicants know exactly what they’re getting into!
Example: Sales or Sales Representative is searched for more times in the job boards than “Unicorn”, “Guru”, or “Ninja”. Although having the title of Superstar Sales Ninja sounds cool, I do wonder where you would go from there. Ninja Manager? Manager of all Sales Ninjas? It starts to lose something.
Having a clear and specific job title is crucial when it comes to attracting the right candidates. It not only helps you find the perfect fit but also improves the visibility of your job posting in search results.
2. Job Summary
The job summary section is important when it comes to grabbing the attention of potential candidates. The average candidate may only spend 14 seconds reading/scanning a job ad before deciding whether or not to invest more of their time.
This section is where you need to be specific on whether this is for an entry-level position or an experienced one.
The job summary needs to give a quick rundown of the position, focusing on the main responsibilities, goals, and expectations. Make sure to highlight what sets the role apart, like growth prospects and a positive work environment, to pique candidates’ interest and get them to keep reading.
3. Key Responsibilities
Get straight to the point and outline the main tasks and duties that come with this role. Start each point with an action verb to communicate what efforts or results are expected. When describing a job, it’s important to find the right balance. You want to give candidates enough information so they understand the role, but you don’t want to overload them with too much detail. Remember:
Use bullet points:
– Keep it organized and easy to read
– Don’t overload them with information
– Give them enough information for what is expected
4. Required Qualifications
When it comes to qualifications, skills, and experience you need for this role, this section helps serve as a filter to make sure that only candidates with the right background apply. When listing out the qualifications for a job, it’s important to differentiate between the essential and preferred/bonus ones. This will make it easier for candidates to determine if they’re a good fit.
Do not include any unnecessary or overly specific requirements that could unintentionally deter qualified applicants.
Remember: even though you list your specifications/requirements, you will still have candidates that you determine as “unqualified” or “not quality”. It is still encouraged for you to review these candidates to see what unique qualifications, skills, and experience they bring to the table. Everyone starts a successful career journey somewhere.
5. Company Overview
Give candidates a quick rundown of your organization, including its values and mission. This section will help them get a feel for your company culture and figure out if it matches up with their values and goals. If you want to attract top-notch talent, make sure to showcase any unique selling points your company has. This could include awards or recognition you’ve received, as well as the positive work environment you offer. People are always looking for standout features when considering job opportunities, so be sure to highlight what makes your company special.
6. Job Market Research
Before moving on to considering compensation for the new role for your office, consider checking out your “competition” in your area. When it comes to competition, it does not mean just in your industry or relying on information from 10-20 years ago. It also means any business in your area that is currently hiring and offers something you don’t. Explore online job boards, industry-specific websites, and professional networking platforms to get a sense of what’s available in the market. Take note of the job titles, qualifications, and experience levels that are commonly sought after. Check in with your employees to get feedback. This can help you gather firsthand information about the job market, including salary expectations, skill gaps, etc. Finally, look into what other businesses are offering in terms of compensation, benefits, and career advancement opportunities. This will give you a better understanding of how to position your business to attract top talent. Remember, job market research is an ongoing process, and staying informed about the latest trends and developments will help you make informed decisions and stay ahead of the competition.
While some companies like to keep their salary details a complete mystery, it can be helpful to provide a salary range and information about commission and bonus opportunities from the beginning. Potential candidates can better evaluate if the position aligns with their expectations. This will save you and the candidate time.
Remember when it needed to be specified whether or not this is for entry-level or experienced candidates? You cannot expect to get experienced candidates with entry-level pay.
8. Compensation and Benefits
Provide information about the perks and benefits that come with the job. By doing this, candidates can get a clearer picture of whether the position meets their expectations or not. This section does not have to be about just health insurance. Advancement opportunities and continuing training can also be considered a benefit of the job.
9. Application Instructions
Give a few short instructions to let the candidate know what they need to do to apply and what the next steps will be. 1. Preferred submission method. Is it as simple as clicking “Apply” or do they need to email their resume to someone? 2. Do you have a deadline to hire for this position? Create a sense of urgency. “Make sure you submit your application before the stated deadline, otherwise it may not be considered.” 3. What do they need to submit to be considered? A resume, cover letter, portfolio, or any other relevant documents. 4. Let them know what the next steps will be once they apply.
10. Proofread and Edit:
Make sure to proofread your job description before posting your job ad. It’s important to eliminate any grammar mistakes or typos that might have sneaked in. A polished and error-free job description shows professionalism and an eye for detail. Read it out loud or ask someone else to give it a once-over to ensure it makes sense and flows smoothly.
And most importantly: Ask yourself, would you apply for this job role?
To create a top-notch job description, you gotta give attention to every little detail – from the job title to the application instructions. A well-crafted overview of the role will help you snag qualified candidates who are genuinely excited about being part of your company. Don’t forget, it’s crucial to create a solid job description. Not only does it help potential candidates understand the role better, but it also speaks volumes about your company’s reputation and employer brand.