30 Apr What to consider when writing a job description
During the recruitment process, you have a better chance of attracting the people you want to hire if there is a well written description of the role. When i speak to candidates about a new role, it is on a rare occasion that I am not asked to share a copy of the job description.
And a poorly written or generic one has the potential to turn candidates off a role even before they’ve had the chance to properly explore it. Wouldn’t you be more inclined to interview with an organisation that had taken the time to properly define who they wanted to hire?
So as an employer where do you start?
A comprehensive job description comprises the following areas.
Title of the job.
Where the role sits within the team, department and wider business.
Who the role reports to, and other key interactions.
Key areas of responsibility and the deliverables expected.
Highlight ‘must haves’ early.
Short, medium and long-term objectives.
Scope for progression and promotion.
Required education and training.
Travel requirements.
Remuneration range and benefits available.
Describe the benefits of your company including the culture, history, and environment.
Things to avoid:
Don’t include minor tasks that are not unique to a specific job.
According to research by indeed using words like rockstar, ninja and guru to describe a candidate is a turn off for most people.
Try not to use jargon, acronyms, or other misleading terms.
The use of superlatives is not necessary or advisable.
Don’t get too creative with job titles or you will limit the amount of people interested in applying.
