The job description is one of the most important marketing materials for any company. It’s what potential employees use to decide whether or not they’re going to apply. So it makes sense that you want your job descriptions to be clear and concise, but also effective at convincing people to come work for you.
However, there are a lot of different ways that companies can approach this kind of document: some are very formal while others are casual; some include specific details about projects while others give only high-level overviews; some focus on experience levels while others don’t care about that at all! Which one should you opt for? To help answer that question, we’ve put together this handy guide on how to write an effective job description:
| Takeaways |
|---|
| A good job description is crucial for attracting top talent. |
| A well-written job description clearly defines the role and its responsibilities. |
| Including specific qualifications and skills helps attract qualified candidates. |
| Highlighting the company’s culture and values can attract candidates who align with the organization. |
| Regularly reviewing and updating job descriptions ensures they remain accurate and relevant. |
Think Like A Candidate
You might think that your job descriptions are a given, but they’re actually one of the most important parts of your recruiting and hiring process. You need to make sure that they’re clear and detailed enough that potential candidates will know what they’re getting themselves into.
Think about how you would react if you were a candidate looking for a job—what questions would you ask? What do you want to know about the company before applying? How do your answers compare with those of other applicants?
A good job description can help set expectations from both sides: It gives employers an idea of what kind of person they want (and show off their culture), while also helping job seekers understand what the work environment is like at each company.
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Give People The Details
You should include a description of the job and all its requirements, including:
- The responsibilities and requirements of the role. (e.g., This position will report directly to the CEO and work closely with other department heads.)
- The qualifications and experience required for the role (e.g., 4 years’ experience in marketing management).
- The tools and technologies used in this position, as well as any specific skills they may require (e.g.: strong communication skills, proficiency in Microsoft Office Suite).
- Hours/days worked per week (e.g., Full-time with occasional evening or weekend hours). If possible, make it clear whether employees are expected to be on call 24/7 or if there is some flexibility around when they need to respond once their shift begins.
- It’s also helpful if you can specify how much vacation time is allotted each year; some companies offer unlimited days off while others set a maximum number for employees so that everyone gets an equal amount regardless of seniority level within their department (or organization overall).
Don’t Hyper-Focus On Experience Level
You should be focusing on what you are looking for, not what you are not looking for. If you hire someone based on their experience level and not their fit, it could lead to trouble down the road.
The best way to hire someone that is a good fit is by using a job description template that focuses on fit rather than just experience level. You can teach people new skills but you can’t teach them how to be a good fit with your company culture, so make sure your job descriptions focus on this instead of just the experience level.
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Do Not Ghettoize Women’s Jobs
Don’t ghettoize women’s jobs.
Men and women both do what society considers “women’s work.” You might think that if you say something like, “I want to be a part of the company where I can help make a difference for families,” then you’ve made your intentions clear.
But just because it’s a job title that many women have used doesn’t mean that it should be considered gender-specific. And if there are more men who apply for these positions than women (which is likely), then even the most well-intentioned candidate is likely to be overlooked simply because she’s female—not because she doesn’t possess the skills needed for success in her desired role.
Don’t Be Too Formal
The first step toward creating a good job description is to make sure it’s written in such a way that the candidate can easily get their head around what they’re being asked to do. This means using simple language, active verbs, and avoiding convoluted sentences.
However, it doesn’t end there: you need to make sure your tone is friendly and approachable so that candidates are drawn in by the style of writing alone. You also don’t want your message coming across as too formal or corporate don’t forget that you’re trying to reach out to people!
Know What’s In Your Wheelhouse
Good job descriptions are as much about what you can do, as what you can’t. I learned this the hard way during my first real job after college, when I was hired to manage a staff of five.
While my title may have read “Office Manager,” in reality, I was little more than a glorified secretary whose best friend happened to be the boss’ daughter. On the first day on the job and she made it clear:
“I’m not going anywhere.” That meant that no one else could either… unless they wanted their next paycheck withheld for non-performance issues (not happening!) or worse yet, unemployment checks!
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Put Products Before Personalities
To create a good job description, you need to know what you want to say. This means having a clear idea of what the job entails and the skills and experience needed for it. It also involves knowing what you are offering: what will the job entail?
What benefits will the successful candidate receive? What qualities do you want in a person who can fulfill this position? Then there’s knowing what kind of candidate you’re looking for: do they have previous work experience or qualifications, how much time off would they get each year if they go part-time hours so they can spend more time with their family or pursue other interests outside work – all these things matter when choosing who fills this role on an ongoing basis.
Be Specific, But Also Keep An Eye On Culture Fit
It’s important to be clear about what you’re offering, and what you’re looking for. This can be tricky, especially when it comes to money. There are many variables that go into salary negotiations location, skillset, experience level, etc. and there is no one-size-fits-all solution. However, it’s still important to know what kind of offer you can make before speaking with a candidate so that they know exactly where they stand from the beginning (and if there will be room for negotiation).
For example, if you want someone who has a particular skill set but only offer entry-level salaries in your market: let them know upfront! That way they don’t waste their time applying for jobs that aren’t going anywhere because of unrealistic expectations on both sides of the table (yes employees often have unrealistic expectations as well).
The same goes on the other end: if your company has limited funds but is willing to pay above-market rates based on job type or location constraints like remote work opportunities or travel requirements that needs to be communicated upfront as well so candidates are aware whether they’re even being considered or not due simply because their particular needs aren’t aligned with those requirements
Specify What You’re Offering And Make It Good
When you write a good job description, you need to clearly list the benefits you’re offering. Make sure that these benefits are separated from the rest of your job description in a way that makes them easy to identify and understand.
For example:
- Benefits: We offer our employees health insurance, paid vacation time, and free snacks.
- Salary: $20/hour (to be negotiated)
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Share Information That Helps Employees Make An Informed Decision
A job description is your opportunity to share information that helps employees make an informed decision about whether or not to apply for a job. Here are some things you should include:
- Company culture and values
- A list of benefits that come with the position (like medical insurance, a 401k plan, etc.)
- Job requirements (e.g., 2 years experience in digital marketing)
- The skills required for success in this role (e.g., proficiency with Photoshop)
Your Job Description Is Marketing Materials For Your Company
Job descriptions are marketing materials for your company. They’re a way for you to share information about your company, the position you’re hiring for, and how that position fits into the big picture of your organization’s culture. But don’t let their significance go past you! If you want to attract candidates who are interested in working at your company, then keep these tips in mind when writing job descriptions (and make sure they work with your HR team):
Be specific about what makes this role different from others. List any notable innovations or contributions the person will be making in that role. This shows potential candidates why they should care about being part of a certain team or department within an organization rather than another one it also gives them an idea of what kind of impact they might have at an organization if they decide to join later on down the road.
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Conclusion
If you’re looking for ways to make sure your job descriptions are the best they can be, start with these 10 tips. You’ll be able to attract the right candidates more efficiently and effectively if you listen to what your candidates have said about what works and doesn’t work for them.
Further Reading
Here are some additional resources that provide further guidance on writing effective job descriptions:
Writing an Effective Job Description – Wright State University: This comprehensive guide from Wright State University offers valuable tips and insights on crafting job descriptions that attract qualified candidates. Learn about best practices, common mistakes to avoid, and more.
How to Write a Good Job Description – Workable: Workable provides a helpful tutorial on writing a good job description. Discover practical tips, examples, and a step-by-step process to create compelling job descriptions that resonate with job seekers.
Writing Good Job Descriptions – Recruitee: Recruitee’s article dives into the essential elements of a well-written job description. Explore the importance of clarity, structure, and key information to attract the right candidates and ensure a successful hiring process.
FAQs
How can I write a compelling job description?
Crafting a compelling job description involves clearly defining the role, outlining the responsibilities and qualifications, and highlighting the company’s culture and values. Use descriptive language, focus on the impact of the role, and include relevant keywords to attract qualified candidates.
What are the key components of a job description?
A comprehensive job description typically includes the job title, an overview of the role, key responsibilities and duties, required qualifications and skills, information about the company, and details on how to apply. It’s also beneficial to include information about the company’s culture and any unique benefits or perks.
How long should a job description be?
A job description should provide enough information to give potential candidates a clear understanding of the role and its requirements. Aim for a length that is concise yet comprehensive, typically ranging from 300 to 800 words.
How can I make my job description stand out?
To make your job description stand out, consider using a compelling and engaging tone, highlighting unique aspects of the position and company, and focusing on the value that the role brings to both the organization and the individual. Incorporating specific examples and showcasing the company’s culture can also make the job description more appealing.
Is it necessary to update job descriptions regularly?
Yes, it is important to update job descriptions regularly to ensure they accurately reflect the evolving needs of the position and organization. As roles change and new skills become relevant, keeping job descriptions up to date helps attract the right candidates and aligns expectations during the hiring process.
Costantine Edward is a digital marketing expert, freelance writer, and entrepreneur who helps people attain financial freedom. I’ve been working in marketing since I was 18 years old and have managed to build a successful career doing what I love.