job description

A Job description is a critical part of the recruitment process. If you want to hire the best talent, there is no alternative to a well-written job description. It set the stage for a new employee’s success by providing a clear picture of what the job entails and what the employee needs to do to succeed. It is important to have a job description that is thorough and thought out so that you can be sure that you are hiring the right person for the job. A job description not only describes the position’s responsibilities, it sets the foundation for recruiting, developing and retaining talent and also sets the stage for optimum work performance by clarifying responsibilities, expected results, and evaluation of performance. On the other hand, a poorly written job description can slow down your recruitment process, attracting the wrong candidates while a well-written one will showcase your company in the right way, making sure you find the best talent. This blog will provide you a step by step guidelines on how to write a good job description that attracts the best candidates.

Creative & Professional Titles

job description

The title should be short and simple. You should choose a title that describes the role and responsibilities of the said job at the same time easily understandable to the candidates. According to a survey of Skill Jobs, almost 07% of potential candidates do not apply for a job that has a long and complicated title. Therefore, the title of your job description should be short and simple so that the candidates can find it by searching the specific keywords. Here are some examples of job titles Marketing Coordinator, Medical Assistant, Nursing Assistant, Project Manager, Librarian, Project Manager, Account Executive and so on.

Job Summary

A job summary is a reflection of your company culture and work environment. It is very important to share a glimpse of your work culture in your job description.  So, your job description should begin with a powerful, attention-getting summary. Your summary should provide an outline of your company as well as your job requirements.

Key Duties and Responsibilities

You should always include key duties and responsibilities in your job descriptions, but when you’re writing the job description itself, it can be easy to get carried away or confused about what exactly you should include. Follow these tips on how to write key duties and responsibilities in the job description so you can make sure the job candidate knows exactly what they’re signing up for!

Include keywords from the job description

Writing job descriptions is an art. You want it to be a good representation of what you’re looking for, but you also want it to sound appealing. The best way to do that is by including keywords from your job description in your writing. Remember: Every word matters!

Create a list of specific tasks

Since you’re listing specific tasks, it’s important that you know what you want your candidate to accomplish. List out each responsibility (or duty) they’ll have while on-the-job.

Include measurable outcomes

Employers want to see tangible results. Before you can write a job description, it’s important that you define what success looks like for each position. The best way to do that is by developing measurable outcomes (aka performance metrics). This helps both employer and employee alike: knowing exactly what is expected of them gives employees clarity while driving employers toward their bottom line.

Skills and Qualifications

Whether you’re writing a job description for an experienced candidate or a first-time hire, it is important to include the skills and qualifications needed for that position. This can easily be done by creating a bulleted list with each of your key duties and responsibilities. For each bullet point, include one skill or qualification needed to fulfill that role; if you need help developing skills-based requirements, review our free resume builder below!

Salary & Other Benefits

Job Description

A good job description specifies the position’s salary range and other benefits. You should state the position’s salary range, but abstain from getting into specifics until the candidate has completed the interview process. Before making a job offer, it’s critical to understand what candidates are searching for. Some candidates prioritize income above other advantages like health insurance, while others prioritize business perks and working hours. According to a Skill Jobs survey, job descriptions that specify a salary range receive 14 percent more applications than those that do not.

Some Quick Tips

Here are some quick tips that will help you to make your job description standard and well written.

Insightful

Your Job Description may be able to provide valuable insight so that the potential candidates can understand the day-to-day workings of the department and the company. The key to writing an engaging job description is to find a sufficient balance between having a candidate understand your company in-depth, whilst keeping it concise enough that it’s highly focused on deliverable and tangible results.

Well written

It is important to write it well so that you can avoid wasting time and money on a bad hire. A badly written job description can slow down your recruitment process, attracting the wrong candidates while a well-written one will showcase your company in the right way, making sure you find the best talent.

Avoid unnecessary things

You should avoid unnecessary things when you are writing a job description. The document should not include every detail of how and what work is performed so that it remains useful.

Be specific about the experience

While writing the experience section, make sure that the areas of experience have been mentioned. Otherwise, you will receive a huge pile of irrelevant resumes which will waste a lot of your time and effort. 

Conclusion

As a final note, remember that not all job descriptions are created equal. The tone and content of your job description will vary based on a number of factors, including who you’re trying to attract (more senior candidates? recent graduates?), what you’re trying to accomplish with it (increase engagement? attract talent?), and whether you’re writing it from scratch or reworking an existing document.

Also read:

Marketing Manager Job Description

Job Description of Marketing Coordinator

5 Tips On How to Manage Deadlines with Your Team Members

How to Build a Successful Career as a Fresher

 

Blogger’s Bio

Mr. Muhammad Arif Hossain

is an administrative expert, creative writer and technology integration specialist with 4 years of experience at Daffodil International University & Daffodil Family. He has completed his Masters of Entrepreneurship Economics from Dhaka School of Economics of Dhaka University.

By Muhammad Arif Hossain

Mr. Muhammad Arif Hossain is an administrative expert, creative writer and technology integration specialist with 4 years of experience at Daffodil International University & Daffodil Family. He has completed his Masters of Entrepreneurship Economics from Dhaka School of Economics of Dhaka University.

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