Why You Need Well Written Job Descriptions
A Recruiter's Tips
Leigh Gillatt • Recruitment Articles
WHY YOU NEED WELL WRITTEN JOB DESCRIPTIONS
We’re always providing a clear message to job seekers and candidates about the importance of having a great CV and how you should go about writing one, but seldom do we ever see anything covering the importance of good job descriptions. Here at Diverse Employment we believe they’re equally important.
OK we hear you, the job market is hardly tearing up trees at the moment, but not only will that change, but your business may operate in one of the many sectors that are actually thriving right now.
For instance as a direct result of businesses having to adapt their working habits due to the pandemic, leading to many jumping several years forward in terms of their digital usage and adoption, the number of IT and Digital jobs available over the past few months has soared.
Not only that but increases in home deliveries has increased the demand for qualified drivers for courier positions to name just a few sectors that have shown growth over recent months.
So whether its now that you have a demand for strong candidates for your job roles, or something that you will need in the future when things change, how are you going to make sure you attract the top talent?
A businesses brand name in a lot of cases used to be enough, but that has since changed. Today millennials look more for an exciting or challenging position, where further development is available, and a package that comes with great benefits.
So, how should you write a job spec to cover all of this?
Read on to learn how we as recruiters craft job descriptions for our clients with the sole purpose of attracting the best possible candidates for their positions.
How Do You Write a Job Description?
We often get asked this when working with client's and using our knowledge gained by providing our employment services across multiple industry sectors, we write job descriptions as part of our recruitment services to our client's.
Essentially a job description is a document created by an employer that clearly states the essential candidate requirements, an outline of the main duties, job responsibilities, and skills required to perform a specific job role.
But really it’s a little more than that, we believe the best way to write a job description is to include the following:
- The Official Job Title
- A summary of the role in the open paragraph
- Detailed Job Responsibilities / Duties
- Details of to whom the employee will report to, and details of anyone reporting to the employee if management responsibilities are part of the role.
- Details of essential skill requirements and qualifications.
- An indication of salary range, commission, bonuses, and other benefits, where applicable.
- Any Special Requirements. The description should inform if, for example, the job involves heavy lifting or exposure to extreme temperatures, extensive travel and prolonged standing.
- Goals and objectives. The description may also include goals that the employee should aim for in the future. (Optional)
When looking to attract the top talent, the following key aspects of a job description should be given special attention and not overlooked.
This is often completely overlooked but is arguably one of the most important parts of the job description.
- As a business who are you?
- What is the company ethos and vision?
- What values does the company hold in high regard?
- Who will the successful candidate be working with?
This is vital information to give a sense of the drive and culture of the business. Unless the job role is being advertised by a recruitment agency (in which case it’ll no doubt include their brand logo), include your company logo, and make the job description resonate with your brand as your other marketing assets do.
Whilst obviously trying to keep it as concise as possible, it is important to be clear about what the successful employee will be doing as part of their job role. This is key as it not only tends to assists in naturally screen candidates i.e. if a candidate notices something they don’t have any knowledge or experience in, they’ll tend to not apply for the role, but it also attracts candidates seeking roles covering those jib responsibilities and tasks.
Trust me, I see job descriptions on a daily basis that give very little information about what the job role entails, but just remember… keep it concise. When responsibility lists are too long, people worry about how much they will be taking on and then often start to question the salary level.
A little further trick is to include keywords like ‘supervise’, ‘manage’, ‘lead’ – this is often what people are looking for, they like to know they will be able to make some decisions, whatever level they’re at.
This should be pretty straight forward, just focus on the main skills you need and individual to have to perform well within the role.
Centre these around their actual work experience, not just their personality type (although of course it can be good to have some of this too, especially if it’s a key part of your hiring process).
Mentioning any software, tools, and systems you use is always a helpful insight to the candidate and allows them to highlight they possess those skills and knowledge to you during other parts of the recruitment process.
Another important part of the spec. As mentioned, it’s not all about the brand/money, people want to know there’s a full package on offer.
As little as twenty years ago, companies could entice potential employees with the prospect of secure employment and a good salary. But things have changed…
In today’s candidate-driven market, 57% of candidates list benefits and perks among their top considerations before accepting a job (Harris Poll for Glassdoor, 2015).
Even more staggering is the fact that nearly 80% of workers would prefer new or additional benefits to a pay increase (Glassdoor 50 HR and Recruiting Statistics for 2017 ).
Candidates often tell us they want to work for a brand that values and looks after their employees, so it’s important to tell them how you actually do that. If you’d like more detail on this, read our previous article : Top Candidate Attraction – The Draw of Job Benefits
Overall, it’s important to not only tell them about the day to day expectations, but what type of business they are joining and what they will get out of the role.
Do You Have A Job Description Template I Can Use?
Yes we do! Check out our job description template which is free to download.
If you need further assistance or would like Diverse Employment to take care of the whole recruitment process for you, including writing job descriptions to attract the top talent, contact us for more information. Other client’s such as Tony below have done just that and have succeeded in finding great employees for their roles.