What makes a good job description goes beyond just outlining the qualities you’re seeking in an applicant. What your ideal employee is looking for in a new position is equally important to consider. There are a lot of options available to job searchers; thus, to promote your organization effectively, you need to know what prospects are searching for and how they think. Keep reading to learn the ins and outs of crafting effective job descriptions that will attract top talent, as well as to see some excellent examples of such documents.
Importance of job descriptions
A job description details the responsibilities and skills needed to carry out an assigned task. It’s an important step in the recruiting process since it clarifies the duties of the position before the candidate starts working. A well-written job description is an effective tool for recruiting the best individuals and for assigning duties to existing staff. Effective Job descriptions may be used to monitor employee progress and pinpoint problem areas.
By outlining the essential functions of the position and providing employees with clear expectations of their work, a well-written job description may do wonders for morale and motivation. As a bonus, a job description lays out in detail all the necessary skills, experience, and experience for a certain role.
Why don’t you write up some employment requirements for your business? Is it going to assist you in having better conversations with potential employees, both internal and external, and setting realistic expectations for their roles?
Success in crafting the ideal job description: 6 tried-and-true methods
Use the effective job descriptions to directly address candidates.
Make use of the pronoun “you”
The pronoun “they” is used often in effective job descriptions. For example, “They will collaborate with the Marketing team.” may be written as part of a copywriter’s job description. Make a more personal statement by changing your pronouns: Directly addressing prospects and helping them envision working with you, “You will collaborate with our Marketing team” is a great way to find the right fit.
Talk about the subject using the “we” pronoun.
Instead of treating them as simply another application, use “we” to make them feel like they’re joining your team. Just change “ABC Company is a global provider for X systems” to something like “Here, at ABC Company, we provide our customers with X solutions.”
Make use of the active voice.
People applying for jobs will be confused if you use passive voice. Is the applicant working alone on product design or will they be part of a larger team? “The goal is to ensure our products are designed within quality standards” doesn’t specify. A more accurate description of the role would be “You’ll work with our design team to build products that meet clients’ requirements.”
Pick a clear work title.
If you want eligible people to see, read, and apply for your available positions, you need to pay attention to the job names.
Effective job titles are:
Accurate
The simplest way to describe the available jobs is using their names. As much as you can, make them embody the part. Put “Manager” in the title if the job description specifies overseeing a group of people. Job titles that suggest strategic responsibilities include “Chief” and “Executive” as well.
Realistic
Instead of using cliches, use actual job titles. Not only do candidates roll their eyes at unusual job titles, but they often fail to characterize the function. Guru, magician, ninja, and unicorn are some words you should stay away from. Realistic job titles also make it easier for qualified individuals to seek them.
Meaningful
Job names that contain a long list of business terms may be confusing to applicants (for example, “Dynamic Markets Administrator” doesn’t describe the work that is required of this position). On the other hand, a “Business Development Representative” advertisement might not be completely foreign to a job seeker interested in marketing or sales.
Compose a sincere “about us” summary.
Attract qualified applicants with this opening section. Dividing it into two halves is possible:
Educate potential employees on key aspects of your business
Tell us about your job and the firm you work for. For a better understanding of your business, here are some facts that applicants may use. It is recommended to provide concise explanations of:
The things you sell or provide.
For smaller businesses, this is a huge boon.
It is your purpose. Here you may see a summary of your core beliefs.
Where you stand
If you’re expanding into a new industry or are expanding your teams as a result of a recent fundraising round, this might assist clarify your staffing needs.
If you want to help candidates visualize themselves in the role you’re offering, it’s a good idea to include details about the team or department the position is part of in the job description. Make note of: Tools and technologies, for instance. Specify the tools that their group will employ. In the case of engineering applicants, this is crucial.
Important patrons.
Include some of the more recognizable brands with whom you work. Marketing job candidates should know who your top clientele are.
Recent accomplishments
Please provide a summary of your recent achievements, including projects, sales victories, and campaigns. This is of utmost importance to candidates whose teams prioritize outcomes and metrics.
Make role responsibilities obvious
Job descriptions are where candidates are expected to find the details about the positions they are hiring for. To clarify this part, consider the following:
Collaborate with recruiting supervisors
To make the position more manageable, hiring managers’ advice is crucial. You may either collaborate on a list of tasks or have hiring managers do it; then, you can modify it to fit your internal job ad style.
Stay away from vague explanations
Adding “You will be part of our Marketing team” as a marketing coordinator job description doesn’t provide much information. To be more precise, you may say something like, “You will implement monitoring systems to monitor our online promotional activities utilizing X technology.” Candidates will have a clearer picture of the duties and abilities required of your available position if you provide information like this.
Keep it concise.
Your organization comes seen as micromanaging if your list of responsibilities is quite extensive (more than 10 items, for example). Qualified candidates will be self-motivated to demonstrate their abilities and expertise in a way that meets your requirements.
Introduce the fundamentals
The duties of employees will evolve in tandem with the changing objectives of the company. That being said, there’s no need to spell out every responsibility that will eventually fall on your new hire’s shoulders. Do not go off-topic; instead, focus on outlining the essential duties that are typical of the position.
Give basic checklists a second look
A list of abilities is not necessary for your “Requirements” section. It is possible to:
Prioritize outcomes
Rather than focusing on a person’s qualifications (such as “Certification in CRM tools.”), requirements should clarify their actions (such as “Use your knowledge of CRM software to build strong client relationships”). Just because an applicant fares well on paper doesn’t mean they’ll be a suitable fit for your open position. Similarly, you shouldn’t exclude qualified applicants just because they don’t have all the necessary credentials from your job postings.
Remove superfluous credentials
People won’t apply if there are too many criteria. Talk to the people in charge of hiring to find out what skills are really necessary, and cross down the ones that employees can pick up on the job or won’t need very often. Maintain a rule of thumb of three or five essential qualifications and two or three desirable attributes for every position.
Clearly define the work at hand.
The qualifications “passionate, detail-oriented, and able to multitask” might be used for any position. Your current wording is very general and fails to highlight the unique set of abilities that are required of candidates for the available position at your organization. Wording it as “You should be able to deliver error-free reports on deadline” makes it more apparent what abilities you’re seeking.
Prioritize abilities that are directly applicable to the position.
For example, instead of saying “Youthful, energetic salesmen,” try something more neutral that doesn’t discriminate based on a candidate’s gender, age, history, or personality. Keep in mind the skills that will be essential for your recruits to have (such as “Experience in designing corporate logos using X or Y software.”)
Emphasize significant advantages
Seize this opportunity to court potential applicants. Get them to apply by outlining all the great things about working with you. Some examples are:
Financial advantages
Candidates are primarily interested in financial incentives, such as stock option plans and bonuses, which are a part of overall pay packages.
Opportunities for growth and education
Millennials, especially those just starting in their careers, place a premium on advancement chances. Bring attention to the company’s training programs and educational offerings, such as library privileges and attendance at professional conferences.
Prevention and health promotion initiatives
Providing workers with health insurance is a major concern. Make note of any health-related benefits you provide, like gym memberships or healthy snacks, as these help with employee retention through fitness and wellness initiatives.
Striking a balance between work and personal life
The ability to work remotely and set your own hours shows that your employer gets that work isn’t everything. Benefits like these, which cater to a variety of work and productivity styles, are well-received by candidates.
Benefits beyond
Perks should reflect the ethos of your firm and help set it apart from competitors. Noting your well-designed workplaces demonstrates to prospective workers that you care about their comfort and productivity while highlighting social events and excursions show that your firm appreciates team spirit.
In summary
A job description is an essential tool in the recruiting process. They provide prospective employees with an idea of what to anticipate from the role and help you decide if the individual is a good fit.
You may compare candidates on several criteria, such as credentials, abilities, and experience, with the aid of a job description. To define expectations and limits with candidates, it is essential to have a detailed job description.
