If your job description is too broad and general, you might get stuck wading through a deep pool of unqualified applicants. If it’s too specific or uses the wrong terms, you might miss out on the person you need for the job. Here’s how to write a job description that provides a clear job title, describes tasks, sells your company and avoids discrimination.
Start With Research
Don’t just dust off the ad you used last time you had a similar opening, because jobs change over time. First, talk to the managers and team members who will be working with the new hire. After they fill you in on basic responsibilities, ask them what tasks the previous employee excelled at and how that helped your business overall. Find out also where pain points exist or areas of need went unaddressed.
Don’t forget to ask about additional duties they might need the new hire to take on that don’t necessarily go with the rest of the job description. For example, if your receptionist also handled your monthly newsletter, you’ll either need to hire someone who is comfortable with that task or find someone else willing to step into his or her shoes. Make a list of the skills you need and the type of person who will be a good fit.
Write A Clear Job Title
Use clear, straightforward language when you write a job title. Don’t try to be creative, even if you’re looking for someone who thinks outside the box. In other words, if you need someone to provide material for marketing, use the job title “Content Writer,” not “Language Mixologist.” The second choice creates vagueness and confusion.
Sell Through Your Summary
Give candidates a brief summary of what you’re looking for and what you offer. This is your chance to state why they benefit from working for you rather than your competitor. You’ll go into more detail later, but let them know why they don’t want to put off submitting their resume.
Outline Job Responsibilities
This is where your research comes in. Help candidates understand what they can expect to contribute on a regular basis. If, for example, you’re looking for an accounting assistant, a vague job description might say their job is to, “support the accounting department as needed.”
A better description of responsibilities might be like this one Brelsford Personnel developed working with one of our East Texas clients.
Detail the experience level, certifications, degrees or other qualifications candidates absolutely must have before you’ll consider hiring them. This is a list of the must-haves to go with the responsibilities listed above.
If you have absolute requirements and a wish list, be clear about which is which. If you wouldn’t consider hiring a candidate without XYZ certification, and you’d like them to already know how to use ABC software but you’re willing to train, make sure it’s clear where you’re flexible and what’s absolute.
Tell potential employees everything that could be theirs if they win the job. List everything from bonuses to flexible work days.
Call to Action
Help candidates know how to take the next step. For online job descriptions, include a button or link to your application. For print ads, include a call to action that tells candidates how, when and where to apply.
Help With Job Descriptions
Brelsford Personnel finds the right candidate for the job every time. When you work with us, we get to know your company and your needs, then we create job descriptions that help attract the perfect fit. Learn more when you get in touch.