Talent Acquisition

7 Tips to Writing an Effective Job Description

Recruiting is a very competitive industry. Writing a good job description is a fundamental step toward attracting the right candidates to applying for one of your job postings, by communicating clearly what kind of individual you are after and what responsibilities and tasks the job entails.

Here are some tips on how to write a good job description that can communicate your available jobs and requirements to your candidates effectively.

1. Accurate job title and summary:

You should always give the position you are looking to fill a title. The title, including the level of experience, should reflect the job accurately. In addition, make sure that the job title reflects the industry’s standards as well as the company’s culture. Also, include a short and concise description of the position, including its purpose and overview of responsibilities. Choose a writing style that matches the company culture and nature of the role. If you are hiring for a startup with a very casual culture, be sure to use words that evoke that feeling.

2. Be transparent about the responsibilities:

You should indicate the essential responsibilities and duties of the job clearly. It is a good idea to list them in bullet point form and begin each point with a verb in present tense. Be clear on how much time and how often a task will be performed, as this will give the candidates an idea on what a typical day at this position will look like. Steer away from fuzzy descriptors, such as “often”, “once in a while” when describing the tasks.

3. Be clear about the skills and qualifications:

In the job description, specify all the mandatory qualifications and experience, along with any preferred skills. For each qualification, include the level of experience, licenses and certifications, as well as any necessary technical proficiency.

You should also include the traits or attributes you expect the candidate to display in the role, for example behavioural competencies such as leadership, teamwork, flexibility, initiative and communication.

4. Tell them about the company:

Assume that the candidates know nothing about the company so it is important for you fill them in on information about the organisation, such as the company’s industry, goals and mission. Other useful information such as the branch locations, number of employees, and even annual sales, can also be included.

5. Be specific about the type of employment & location:

Let the candidates know about whether you are looking for someone to fill a full-time or a part-time position. If it is for an internship position, let the candidates know if it is paid and what duration the internship is for.

It is also essential to list the location of the role to ensure that you are targeting the correct candidates, as there is no use people applying if they are out of the area and uninterested in relocating.

6. Include details on salary and benefits:

If you don’t have a specific amount, include a salary range- This allows for variation based on education and experience. In addition, include benefits such as number of paid vacation days, medical insurance coverage, pension plans, housing benefits, travel reimbursement, etc.

7. Contact information:

Make sure that you include up-to-date contact information so that potential candidates can get a hold of you if they have questions or if they want to apply. An email address is usually sufficient, however you may also want to include a phone number.