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How to write a good job description - an employers perspective

writing a job description
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Mastering the art of writing job descriptions, a step by step guide.

In today’s competitive job market, attracting top talent to your company begins with a well-crafted job description . A job description not only serves as a roadmap for potential candidates but also acts as a crucial tool for ensuring expectations between employers and employee’s match.

However, creating an effective job description isn’t always easy, particularly when you are seeking to replace someone who has been in the  role for a long time and may have taken in more responsibilities and developed the role further than they were initially recruiter to do. It requires careful consideration and attention to detail. In this guide, we’ll outline the key steps to crafting a compelling job description that attracts the right candidates.

1. What is the Job and does the title accurately reflect the content of the role?

 The job title should accurately reflect the role and responsibilities of the position while being easily understandable to candidates. Avoid using internal jargon or ambiguous titles that may confuse potential applicants.

2. Provide an Overview of the Company

Begin the job description with a brief overview of your company, including its mission, values, and culture. This helps candidates understand your organisation’s identity and how it might sit with their own values.

3. Outline the Job Responsibilities

Clearly outline the primary responsibilities and duties associated with the role. Be specific about the tasks the candidate will be expected to perform on a day-to-day basis. Use action verbs to describe tasks and focus on the outcomes rather than the process.

4. Specify Required Qualifications

Detail the qualifications, skills, and experience necessary to excel in the role. This may include education requirements, certifications, technical skills, and soft skills such as communication and teamwork.

5. Highlight Key Competencies

Identify the key competencies or attributes that are essential for success in the position. This could include problem-solving abilities, leadership skills, adaptability, or creativity.

6. Set Clear Expectations

Clearly communicate any expectations regarding work hours, location (remote or on-site), travel requirements, and reporting structure. This helps candidates understand what is expected of them from the outset.

7. What's in it for the candidate?

Include Information on Compensation and Benefits, whilst it’s not always necessary to provide specific salary figures, it’s important to mention any benefits,  or incentives associated with the role. This could include health insurance, pension, discount schemes, bonus payments, salary reviews, flexible work arrangements, or professional development opportunities.

8. Use Inclusive Language

Ensure that the language used in the job description is inclusive and free from bias. Avoid using gendered or discriminatory language that may discourage certain groups from applying.

9. Review and Revise

Before publishing the job description, review it carefully for any errors or inconsistencies. Seek feedback from colleagues or  speak to the person currently doing the job to ensure  its accurate and reflective of the role.

 

By following these steps, you can create a job description that not only attracts top talent but also sets clear expectations for both employers and candidates. Remember, a well-crafted job description is the first step towards building a strong and successful team.

And, if in any doubt, we are hear to help! We have many years of experience helping companies small and large refine, develop and write job descriptions to allow the to accurately recruit the people they need for the future.

 
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