Europe & Rest of World: +44 203 826 8149 Think of the job description as a blueprint. Final note - Who should write the job description? Here’s an example of a poorly-written job description: Here’s clearer, shorter and jargon-free version of the same job description: Help candidates visualize a typical day at work. website, blogs, emails and social media) to ensure brand consistency. A further 47% said they didn't apply because they didn't have the specific years of experience listed in the job description.*. Use 100 % free Illustrations of Job Descriptions. Make sure your list of responsibilities is detailed but concise. The job description has been updated into a fresh template, and/or had any other edits (i.e., KSA’s and/or TAB statements) Read more about Job Evaluation in the Online Managers' Toolkit. If you put time and thought into writing a job description, the rest of the hiring process should move along more easily. Connect with our team of Workable experts and other industry professionals. Use action-benefit statements to describe your achievements. Ask them if they think it is an accurate description of the job and modify accordingly. Rich in the right kind of content, they also lead to more qualified applicants. What’s in it for the candidate? It accurately reflects the nature of the job and the duties being performed 2. Also, well-structured sections help separate duties from requirements and must-have from nice-to-have skills. As you write your job description, keep your ideal applicant in mind. Neither will make the role compelling. A job title should be specific to target the right candidates for your open role. Circulate the job description to the person already in that role (if there is one) and to key people in the company. We tell you exactly what you should & shouldn’t include. You may also include soft skills, like communication and problem solving, as well as personality traits that you envision for a successful hire. Following are some guidelines for writing a job description: Avoid using equivocal or complicated language instead use clear, concise language. Begin each description with essential information about the job and company. Effective job descriptions are engaging and inclusive, prompt the right people to apply and help you trim down your time-to-fill. Ready to hire? Once you’ve piqued candidates’ interest with your job ad, showcase your company culture with an attractive careers page and screen candidates with a quick and effective application form. Your job description is an introduction to your company and your employer brand. Read our in-depth report. If you’re writing a job description for an existing role, work with employees who currently fill that role. Within the description, include a job summary, core responsibilities of the position, and a list of qualifications and skills required for the role. Read the minds of our team of HR writers. I recommend you use the 7 steps/sections below when writing your job descriptions. the main duties and responsibilities of the job: try to use active verbs, e.g. Also emphasize the duties that may be unique to your organization. Job descriptions should include four main parts: a targeted job title, an overview of the company, a bulleted list of key responsibilities, and a list of required skills and qualifications. Stick to standard experience levels like "Senior" rather than "VI" or other terms people are less likely to look for. And first impressions matter. List job requirements in a clear yet positive tone, even if you want to eliminate unqualified candidates. Increasing the quality of your organization’s job descriptions can also have a positive impact on the quality of your new hires and improve your hiring process overall (in addition to increasing the fairness of your process). Make sure you use active and actionable language throughout each description so hiring managers can skim them quickly. Add a job description to the top half of the first page on your resume. How to write the best job description ever, Manage all digital marketing channels (e.g. Then, add relevant job details and keywords to your posting to attract the right candidates. Avoid internal lingo that may confuse the job seeker. The first fundamental element of the job description is the job title. The title, including the level of experience, should reflect the job accurately. The job title and duties should make clear what you expect from your future hire. Gather the appropriate people for the task. Better job descriptions attract better candidates. Include details about your company culture to sum up why a candidate would love to work for you. Europe & Rest of World: +44 203 826 8149. This blog post is to help you get the best knowledge you need to start writing effective job descriptions. Trade disingenuous job titles for clearer ones. A job description summarises the essential responsibilities, activities, qualifications and skills for a role. ‘to manage’, ‘to develop’, ‘to write’, ‘to clean’ and to focus on six to eight key points. Use these job description examples to create your next great job posting. Provide enough information and description to help him or her visualize themselves in the position. When posting jobs, include key information like a job title, the role description required experience and qualifications. “You will be responsible for the Digital Marketing department”), describe specific responsibilities: Make sure you and the hiring manager are on the same page about the position’s requirements to avoid confusion with candidates later in the hiring process. A few examples of job titles are Administrative Assistant, Registered Nurse, Sales Representative, and Web Developer. It usually includes information like job title, duties, salary, etc. Sign up for jargon-free hiring resources. See full article here. Describe benefits and perks that come with the job (e.g. Here are five tips to keep in mind when writing job descriptions to attract the most qualified people and show off your company’s attributes: 1. A template can be a useful guide to ensure you don't let any important details slip through the cracks and to use it as a basis for formatting. It reflects its ranking order with other jobs in the company 3. Struggling with a task or project? Effective job ads are professional and relatable. Review it, edit it and try to cut it down to no more than three pages. Most job descriptions are one to two pages. Writing your job descriptions like this helps … Make thorough notes, then sit down and write a draft job description. A job title is term that describes a role or position in a few words or fewer, while a position indicates the function or rank of that role. Use these steps to develop your job descriptions. For example, if you are hiring for an “Event Management” role and the position requires social media expertise to promote events, include this detail to ensure candidates understand the requirements and can determine if they’re qualified. Define what success looks like in the position after 30 days, the first quarter, and the first year. Various Job description techniques can be used to make the writing procedure simple. 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