Everyone knows how competitive the job market has become in recent years. With fewer openings and more applicants than ever before, every job post leads to a vast number of responses. When you think about it, having a lot of candidates to choose from doesn’t sound like a bad thing, but when you have numerous resumes sitting on your desk, you end up wasting your time and energy wading through one mostly unqualified applicant after another. Writing an fitting job description is an necessary step toward attracting the right people to join your company. As the demand for qualified employees increases in the near future, it will be even more important for companies to convey their wants, needs and culture via their websites and other digital arenas, and job descriptions are no exception.
Thankfully, general guidelines on what to include in a job description have evolved over the years, making it easier for employers to write them and for potential applicants to read them. Here are nine vital details to include in your company’s job descriptions:
Job Title & Summary
Use some creativity – develop a job title for the position so that the title and level (assistant, senior, lead, etc.) accurately reflect the work that will be done. While keeping the description brief, utilize your industry’s standards and your organization’s culture when writing about the purpose of the position and an overview of the position’s main responsibilities.
List all of the essential functions of the position, and begin each listing with a present-tense, action verb to grab the applicant’s attention. Be clear about how often a task will be performed or what percentage of the employee’s time will be spent with each task. This helps applicants conceptualize what a typical day may look like. You can also include the type of employment (full-time or part-time) so the applicant understands what will be expected.
Department & Supervisor
Include details on what type of department the applicant will be walking into, who the applicant would report to and where that person falls within the company’s structure.
Skills & Qualifications
Be sure you show the difference between qualifications that are mandatory and those that are preferred. Such qualifications should include skills, years of experience, certifications, licenses, education level and necessary technical proficiencies.
While it is ideal that a candidate would already know essential details about your company, it is helpful for potential applicants to have a personally written description of the company. Include your company’s mission, goals, and industry details. Other useful information could include the national or international statistics for your company, number of employees, annual sales and so on.
Include details on where the position is located, and if travel is necessary, note how much time will be spent and where he or she will be traveling.
Salary Range & Benefits
If your company is open to publicizing the position’s salary range and benefits (such as 401(k), vacation days, or types of insurance), include those details within the job description.
It may seem obvious, but you need to include contact information for whomever is doing the hiring so that potential applicants can apply and ask questions.
When writing your job description, there are a number of things you can do to make sure your post weeds out the unqualified applicants:
Be precise and transparent
Don’t be too vague when it comes to required skills – if there is something specific needed, be up front in the description. Be clear about what you want and what your company needs.
Write with your voice
Give a glimpse into your company’s culture – your goal is to attract the right candidates while dissuading the wrong candidates from applying, so using the appropriate tone and making the personality of your company known will help an applicant decide whether or not they’re a good fit.
A lot of descriptions list every skill that could possibly be required or preferred, which is overwhelming to potential employees. Instead, focus on what is specifically needed to do the job – if necessary, you can list the skills that will be used often versus the skills that may only be used occasionally, but only if that will really help the applicant understand the position.
Ask for more than a resume
Every applicant has a resume, and most are used to simply sending it in and waiting for the employer to contact them. Instead, try asking applicants to do something more, like answering some preliminary questions that will help you determine whether they’re a good fit. This shows applicants that you’re serious about the position, and it can deter the wrong applicants from applying.
Hiring the right employees is imperative for your business – be sure you’re doing your part to secure the best people! And when you find the right people, you may need a space where you can contact and/or interview potential hires. If you’re in the Huntsville, AL area, contact us at Huntsville Hub. We can assist you with state of the art phone systems and fully equipped meeting spaces to fit your needs!