One of the most important steps in recruiting for a new job is creating a detailed, clear, and concise job description. Both applicants and employers need to have an understanding of what the job entails before applying and interviewing for it. When done correctly, the job description can even become a guide to success after talent is hired.
Job descriptions should be designed with three key functions in mind; attracting talented candidates, informing stakeholders about expectations, and must reflect the needs of both employees and employers. Following are six steps you can take to help create a successful job description that becomes your ultimate guide for job success.
1. Outline Key Responsibilities & Tasks
When you’re writing out a job description, make sure to clearly outline each key responsibility that comes with the role — this will serve as a comprehensive overview of what tasks the individual will need to complete day-to-day. When there’s certain language or jargon associated with certain responsibilities if you include those ensure that qualified candidates understand exactly what they are signing up for.
2. Describe Preferred Qualifications
Most employers have preferences when it comes to background experience and skill sets for certain positions — use your job description as an opportunity to highlight these qualifications rather than just slapping together a basic “must have X amount of years of experience” sentence somewhere near the end.
3. Clarify Corporate Culture & Work Structure
When outlining expectations also include clarification on how employees within your company work together, as well as how they connect with other departments – if necessary. This way potential employees know what they’re getting into before applying, so they know whether or not they think they’ll be able to thrive within that environment.
4. Demonstrate why your Company is a Great Place to Work
Whether you offer flexible hours, great benefits packages, or yearly bonuses, take advantage of this section in the job description by highlighting why your company is such an excellent choice for them through any perks your company may provide. You can go far beyond salary though — go into detail on team lunch outings, tech toys allowed in the office, etc.
5. State Specific Goals for the Role & Prospective Employee
This space creates another opportunity for transparency — outline specific goals related to sales results (if applicable), customer service objectives, or any other industry specifics if applying for more technical roles such as coding and programming initiatives.
Candidates will gain an idea of how their performance will be measured, i.e. whether it’s finding new customers or gaining repeated business from existing ones.
6. Offer Incentives and Rewards Besides Salary
Keep in mind one size does not fit all regarding compensation. Not everyone wants more money, some may prefer extra vacation days while others may want i.e. additional support staff assigned to their team exclusively dedicated to meeting their sales goals faster. Be sure to survey current colleagues who hold similar roles on ideas related to benefits structures so you know what incentive works best before uploading a final version online.
