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How to Write An Effective Job Description

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How to Write An Effective Job Description

How to Write An Effective Job Description

A well-defined job description can attract qualified candidates faster and speed up the recruiting procedures.

If you want to find applicants who can:

Then, you’ll need to know how to write an effective job description.

In this guide, we’ll cover everything you need to know about them as well as how to create one effectively.

What Are The 6 Parts of a Job Posting?

There are a few key parts of a job posting description for every employer and hiring manager working in HR. We’ll go through each of these individually below.

1.   The Opportunity

This section should include basic information about the position, including:

When presenting your opportunity, you need to include everything about it. That includes the bullet point list above in addition to any further information that’s necessary for potential employees. The main point is to let them know what exactly they’re getting into and what they should expect.

2.   Required Skills

This is where you define the skills, abilities, and attributes that the person needs to have. It’s not good to receive a large volume of resumes from people who are unfamiliar with the industry and lack the minimum knowledge.

You may want to create a matrix that includes the following information:

And finally, you’ll need to specify whether the competency is required or if it is preferred. But, more details on that later.

3.   Sense of Priorities

A well-written job description consists of more than just a laundry list of duties. Aside from the tasks and responsibilities, you’ll also want to provide some insight into your company culture by giving a brief background about your values.

When it comes to the sense of priorities, it’s about communicating what the job entails and what prospective employees should understand first as they read through the description.

4.   Job Description Format

Your job description should be straight to the point, relevant, and concise.

Avoid using fluff and vague language as it only turns away prospective employees and makes it more limiting to acquire the top talent. As for the format, it should be simple yet comprehensive. For example, a management position might typically be around 1-3 pages in length. It depends, but what’s important is that you include all the necessary details without the fluff.

5.   Credentials

This refers to the professional background of the candidate. You’ll want to look out for things such as:

These can be absolute necessities in some job positions. As a result, you’ll need to make sure the credentials you request have a direct bearing on the candidate’s ability to become a top performer who can complete the job activities to a good standard.

6.   Tasks and Responsibilities

It’s not enough to list out all the qualities and attributes you need in a prospective employee. In order to have a smooth onboarding system, you need to clarify the actual tasks and responsibilities in your job description. Otherwise, you may schedule an interview for an applicant that isn’t a good match for the role.

When defining what they will actually need to do, here are a few things you should consider mentioning:

Before you start thinking about the ideal qualities you look for in an ideal candidate, you should outline the expected duties they need to complete.

 

How Do I Write My Own Job Description?

At this point, you have an understanding of what a job description is made up of as well as its key components. But, how do you make each part attractive and market your available positions to appeal to your ideal job seekers?

These should be part of your overall business planning effort.

It’s not efficient or sustainable if you only think about job descriptions every time you have a position that needs to be filled immediately.

Conducting a hiring requisition is fairly straightforward but it requires consistency. You’ll need to integrate the preparation of job descriptions within your human resources department as a fundamental basis. For the best results, you should be advertising each job carefully and accurately. This applies to all vacant positions, not just one for the short-term.

Don’t rely solely on past job description history as you’re creating the new job posting.

That being said, let’s look at how you can write your own job description and develop your talent acquisition systems.

1.   Identify The Needs Behind The Job Vacancy

Before starting anything, you need to come up with a plan.

One of the first things you should do is understand the needs behind the specific job vacancy you need filled. We’ve mentioned this as well in our staffing process guide but as an executive or decision-maker, you’ll want to identify all the mandatory things you require.

When you take into account the manpower and personnel that you need to gather, it’s easier to work towards your talent acquisition objective. Performing an analysis at the start can save you time in the long run, which makes the process easier and simplifies your procedures as you reach the later stages of the hiring funnel.

2.   Include The Job Title

The job title should be clearly written for what it is.

When crafting and developing your recruitment process, the job posting needs to specifically mention the position being advertised.

As you post on an online job board where loads of your prospective employees can be found, you’ll naturally optimize for the keyword online so it’s easily found by your target audience.

For example, when using a social media platform like LinkedIn, if you write down the job title and someone searches for career opportunities, there’s a higher chance the algorithm may lead searchers to your posting. It’s also easier to appeal to candidate profiles who match what you’re looking for.

Those are some of the natural benefits. But, you need to outline the job title at the top of every job description created, e.g. sales associate or marketing manager.

3.   Write An Overview Of The Job Responsibilities

This provides a summary of the duties and responsibilities that the candidate will be expected to perform.

The job description needs to communicate clearly and concisely what responsibilities and tasks the job entails. If possible, you should also mention the attributes that underlie superior performance.

There’s an increasing need for top talent in specific industries and areas. To make sure you’re appealing to the group of experts, you have to communicate what they’ll need to do. Otherwise, you may unintentionally mislead them or even attract unqualified candidates who aren’t fit for the role.

4.   List All The Requirements

As we’ve established earlier, this includes the credentials and legal requirements that the candidate needs to have in order to work. Here are a few examples:

These should be listed in your job description so people can learn about the minimum requirements and basic criteria before applying. It’s beneficial for both employers and your HR team, as well as the prospective employees who are considering making an application.

You may also include a list of other beneficial/desired requirements that would be advantageous for the role even though they’re not necessary. E.g. having software proficiency and a range of technical skills.

5.   Include competencies

Similar to what we mentioned in our last point, but this is where you’ll know what distinguishes one candidate from another.

Competencies refer to the professional performance and corporate expectancy required of the candidate to align with your business goals and objectives. You not only want to hire qualified candidates, but you want to ensure they can align with your:

Simple Language

An additional tip for when you write your job description is that it needs to be written clearly and concisely in simple language with an objective approach.

In turn, that doesn’t mean you can’t add your brand voice to the description. This just means you need to include factual information, not opinions. For example, you should avoid using words with insider “company-specific” meanings.

But, using a job posting software makes the entire process easier. It’s essential for recruiters in a digital corporate environment.

Job Posting Software

StaffingSoft is one of the top recruiting tools with solutions to cater to each of your needs.

Our team of experts is available 24/7 and ready to support you every step of the way. We help you excel in the job search process by taking care of your biggest challenges. HR professionals at all levels and companies of all sizes are welcome to try out our free live demo – you can sign up online below:

 

Conclusion

A job description is important for all organizations for a successful HR function. It’s useful for both hiring managers and applicants as it sets the expectations clearly. To save time and ensure you appeal to the most ideal candidates, you’ll need effective written communication that translates the values you demand.

With a well-written explanation, it’s easier to market and advertise your available jobs to find a skilled individual who can take responsibility and fulfill the roles based on their professional background.

If you have any questions or would like to get in touch, please reach out to us at sales@staffingsoft.com.

 

 

 

 

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