If you run a company and you want to hire good employees, writing a great job description is absolutely essential to ensure that you are getting the right candidate. If you’re here, you’ve asked yourself, or Google: “What’s the best way to write a job description.” As a digital marketer, I’ve written job descriptions for a variety of candidates and it takes practice. You need to cover all variables and ensure the description you’re giving is a good one. If you follow these guidelines, you’ll be able to attract the top candidates for your job, ensure accuracy, so that your new employees will understand the job role when working for you, and hopefully it will help ensure that you get exactly what you need in a successful candidate.
Job descriptions that effectively promote your organisation to job searchers demonstrate your company’s culture and how you provide a great work environment, taking into account company benefits and the overall advantages of working for you. It takes time and thought to write a decent job description that attracts qualified people. I’ll go through how to write a normal job description and how to explain a role’s duties and responsibilities in this article. I hope it will be useful to you.
First of all… What IS a Job Description:
A job description is a summary of a job role that includes the primary duties and responsibilities, required qualifications and experience, any necessary core skills, as well as job benefits and remuneration (or how much your successful applicant will be paid when working for your organisation!) A standard job description is more than just a list of responsibilities. A good description will make sure to promote your company’s mission and values while also highlighting your workplace culture. Candidates should be able to read a job description and determine whether or not they are qualified for the position, which will hopefully get you the right candidates fit for your job.
Writing a Complete Job Description:
More than merely giving a description of work accomplished is required when posting a job description. If your company is looking to hire, these are the steps to take to ensure that you receive applications from qualified applicants:
State the Title of the Position:
It’s important to be explicit with your job’s title. Avoid employing any jargon that could lead to misunderstandings such as “Biological Engineer” or “Systems Technician”. Instead, be straightforward, such as “Criminal Solicitor Wanted: Previous Experience Essential” Or “Experienced Temporary Car Mechanic”. Stating the job title correctly will reduce the amount of applicants who might not be interested in your job, or may not have the experience necessary to provide a good service. In these two examples, I have mentioned experience for companies that would want an applicant who is experienced. The Car Mechanic job is a temporary one, so people looking for a permanent position might avoid this role. This way you’re going to have less potential employees to sift through and you’re more likely to get good candidates.
Write a Short Summary of the Job Role:
The finest job application description for your role should be succinct. Within this summary, you should describe your company’s ideals as well as the primary responsibilities for your applicant. In an ideal world, you should give prospects a sense of what it’s like to work for your company. You simply need three or four phrases to provide a fundamental grasp of the work and its responsibilities. Remember to use an attention-getting first line to draw the reader in. Include a job location and explain why a candidate should work for your organisation. If an applicant may work from home, specify that the position is remote. There are some good stills for remote applicants it’s worth looking into, such as remote IT skills, which can be essential in todays data security world, as cyber crime is on the rise!
What are the Primary Responsibilities of the Job Role You are Offering?
Include a list of your vacant job’s main tasks as well as the required working hours. This will assist job searchers in determining whether or not this is the right role for them. You don’t have to list each and every obligation, especially if the list is lengthy. But, when it comes to the major responsibilities, be specific. A few things to think about include if the candidate has decision-making capabilities, the amount of any financial duties, and any people management. You can summarise the job’s day-to-day responsibilities, as well as the working atmosphere. Take notice of how the job fits into the organisation as well. You will want to be looking for candidates that are not just great at the job, but good people to work with too!
What are the Work Requirements of the Job Role?
A section on work requirements should be included in any job posting. A potential candidate should have these necessary abilities or years of experience, some of these which can also be included in the job title. This area will assist in weeding out individuals who are unfit for the position. If a candidate asks for a specific work history, make sure to include it here.
Abilities and Accomplishments are Useful!
Some abilities or accomplishments are ‘great to have,’ but they aren’t required for the job function. Make a list of these desired abilities, but keep it brief. It can be handy to know that an actor you are hiring has film experience, or that a botanist you are hiring to work in your hydroponics lab has worked with farming mushrooms before. Secretaries for example are best when they’ve had previous secretarial roles!
Education and Qualifications!
This section establishes the amount of education and special credentials required of a candidate. This could be a particular degree or field of study. You can also want to acknowledge specific GCSE grades. Mathematics, English and Science are all useful for someone teaching in the UK, though with the rise of academies, they are sometimes not so necessary.
Job experience is typically crucial to a position since it demonstrates whether or not a candidate has the necessary skills to perform the job. This could be a set number of years in a similar capacity or a specific position held by the candidate. Unpaid work experience or internships can also be listed in this section. Sometimes you might not be looking for previous experience. In carework for example, many care companies like to mold people for the job and worry that they will have previous bad experience, such as single person hoisting etc – so it’s sometimes good to mention: No previous experience necessary!
Benefits of the Job:
Gym membership, dental and healthcare plans, additional commission wages, flexible working hours, childcare, and any other perk of working for your firm are examples of job benefits. This area assists in differentiating your company from competition and attracting and retaining top people. It’s also a good idea to include the role’s remuneration. People are more inclined to apply for a job when the income is listed in the job description, according to just about every bit of research out there!
Get the Description Proofreld:
Yep, you noticed the typo! It’s important to get your work proof read! Once you’ve finished writing your job description, have it proofread by another member of your team. After that, a member of human resources should sign it. You could consider using renowned online job boards, industry periodicals, and employing a specialised recruitment company in addition to posting a job vacancy on your website to guarantee you reach the top prospects. There are a few other things to think about:
- Rather than being creative, stay focused.
- Speak with potential prospects on a one-on-one basis.
- Make sure your requirements aren’t too lofty.
- Discrimination should be avoided.
- Be aware of the importance of equal opportunity.
- Review and update your job descriptions on a regular basis.
I hope that this has been useful to you!