Undertrained? How to Take Charge of Your Professional Growth
November 14, 2024
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Job descriptions are tricky for hiring authorities and candidates. On one hand, hiring authorities want to get the most information they can about the company and job, but too much information can be overwhelming. Meanwhile, too little information can mean that hiring authorities miss the target.
So, is there a right way to write a job description? Continue reading this short article to see some perspectives on how to write a job description.
According to Indeed’s article, penned by Brendan Sullivan, there are over 25 million jobs listed on their website, so how will you make your offer stand out?
A job description is the first thing a candidate sees when considering joining a company. This means that job descriptions are close to a sales pitch, where you need to be concise while laying out all the enticing details about the job and company.
“Your job descriptions are where you start marketing your company and your job to your future hire.”
To improve job postings, Indeed provides a formula for how to write a job description. The first thing is just knowing what is a job description. A job description is a summary of the role, responsibilities, skills, and qualifications that a candidate would need to know. This should also include essential things about the company, such as the mission and vision, a short explanation of culture, and things that would really attract candidates, like benefits and wages.
Effective descriptions are crucial to attracting candidates, with 52% of job seekers answering that a description can make or break the decision on whether to apply for a job.
The second step would be to include specific job titles, as 36% of people search for new jobs based on the job title. An important part is that you should avoid using any internal lingo in the description, but most importantly, in the title.
The next thing is to write the summary. For this, you need to consider three things: a strong summary that will pique their interest, a quick insightful overview of why your company stands out, and the job location.
After that comes some of the nitty-gritty details of the responsibilities and duties. These can be displayed in a concise bullet-point list. Highlight the day-to-day of the position and its place in the company.
According to Indeed’s research, 1 in every 4 job seekers say compensation is the most important part of a job description. In some states, companies have to include the salary and compensation in the job description by law, but research shows that there are benefits when candidates already know that they will be fairly compensated.
In a glossary for HiBob, a modern HR platform, they defined job descriptions for hiring authorities and talent. These different points of view create a ripple effect according to its target audience.
Indeed pointed out that job descriptions are written explanations to fill a vacant position. For employers, writing down a job description helps define the role and expectations, target the applicants with the right qualifications, and provide reference points for hiring authorities on what to look out for in a candidate.
“Job descriptions should provide candidates with a basic idea of the questions interviewers may ask about their experience, qualifications, and work philosophy.”
On the other hand, potential candidates can judge for themselves if they’re a good fit for a job and if the job is a good fit for them. They can prepare for the interview progress or see what skills or qualifications they’re lacking for a particular position and work on them.
The Employer Assistance and Resource Network on Disability Inclusion (EARN) website offers an insightful perspective on what employers should consider to find and retain employees with disabilities. For any position that wants to be inclusive, it’s important that there are certain specifications so that any reasonable accommodations can be made to have a successful placement.
“The process of writing formal job descriptions can help employers identify and isolate the essential functions of a position, as well as the marginal ones.”
Some interesting things that EARN says should be included in a job description are the environmental factors, physical requirements, and schedule and location. These three factors will be crucial for any candidate who requires any accommodation.
Some things to consider to put on a job description:
Job descriptions are the first impression that a candidate gets from their potential employer, so there’s pressure to get it right. Still, there are things that recruiters or hiring authorities can include in the description, such as specific job titles, a realistic list of responsibilities and duties, and salary and benefits. Knowing what to include and aim for in the description is key to attract the top talent that they’re looking for.
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