What makes a good job description? In our experience, it’s two parts Encyclopedia Britannica, one part secret family recipe and one part Dr. Seuss!

How to Write a Good Job Description

A good job description accomplishes a simple mission; it describes a role accurately while casting the widest possible net to attract all suitably qualified candidates. Creating a job description is something that hiring managers, HR professionals and recruiters do so frequently it’s easy to forget the basic dos and don’ts. On top of that, what candidates are looking for in a position has changed over the past few years and so your job descriptions need to change to match this as well, highlighting what job seekers are looking for currently.

1. Describe the Responsibilities of the Role

This part is the most obvious, but you should cover the basics of what the day-to-day will look like and who they will be reporting to/managing. We would also suggest adding in that little sparkle of “Dr Seuss” we mentioned earlier by explaining the value this role has to the team/organisation and how this person can make a difference.

2. Educational Background & Requisite Qualifications/Experience

Does the position need certain qualifications or educational level to be successful in the role? Be clear on if they are requirements or purely advantageous, as this will help narrow or widen the net of candidates applying. Are you willing to take someone more junior on and train them/support them to achieve the qualifications for the right individual? If so, mention this because again it could widen the net and also showcase your organisation’s willingness to develop its staff.

3. Company Background & Team Culture

People spend a very large amount of time at work, so they generally care about where they work and who they work with because it can make or break the experience. Give a job seeker insight into what it’s like to work in that specific team or organization and what makes your organisation unique. If this is a digital job description and you have employer branding items such as testimonials from current staff, videos about life at your company or anything else showcasing your company culture, this is a great opportunity to link to that right in the job description.

4. Showcase Your Benefits in the Job Description

Now more than ever job seekers care about benefits, so if you have something that sets you apart from your competitors, you should showcase this, especially if the salary is not as competitive. Job seekers are looking for work/life balance, mental health support, child support and things that make them feel like the organization understands they are more than just a cog in a machine to them.

What Not to Do

In my experience, it is easy to end up attracting piles of uninspiring, unqualified, unsuitable applicants. Or worst-case scenario, next to no candidates. Are you attracting the wrong applicants? Here are three things not to do when trying to write a good job description.

1. Adding an Extreme Niche

In the cold light of reality, the job might actually be so specific that there are only a handful of people in the world that could possibly meet the standards. If that is the case though, isn’t the job description pretty much purposeless? What’s needed in this case is a highly targeted, retained search for those few acceptable candidates. Have search consultants speak directly with hiring managers and make a strategic plan to target those individuals; reach out to our team if this is something you think your organisation might need assistance with.

Most of the time though a job description is essential, so remember the point is usually to cast the widest net possible. For example, while the title of ‘Theoretical Interstellar Aeronautical Engineer’ might very well be the most accurate, it probably won’t be effective in generating many applicants. Consider describing a role for a simple theoretical physicist, with some understanding of aeronautics. I’d wager that the latter shows more results.

2. Overly Focusing on Processes

Every job, even the most exciting, will have some less than glamorous processes. Paperwork and administration are a part of everyone’s lives to some degree – even a bounty hunter has to register the people he’s caught. So, if every job has a predictable and unavoidable aspect of tedium, is it really necessary to list them out in great detail? Skip the highly detailed lists of processes and consider simply saying ‘daily administrative tasks in line with role’ or something to that effect.

Of course, there are jobs that actually are focused on administration and paperwork as the core of their job. The job description for these jobs might indeed be a little shall we say ‘process-oriented’? In these cases, consider trying to tilt the tasks towards the results, over the process. So, instead of saying simply “data entry”, “data verification” and “database operation”, you might consider describing ‘creating and maintaining an accurate database used to manage the company’s CSR’. It’s not disingenuous, and certainly more engaging to potential applicants. You can then add in a line about the value that has to the organisation to tie in some of my points from above.

3. Offering a Job with a Dead End

No job is futureless – even the lowliest of positions has somewhere to grow. In the same way that everyone has a boss, everyone has a path to grow in his or her career. Sometimes an otherwise unappealing and unattractive job description can be improved immeasurably simply by indicating that ‘this position can be a springboard to other roles within the organization’. Granted, although that statement, in particular, is a little fluffy, it’s surely better than leaving prospective applicants to think that there’s no possible route to promotion, advancement or alternate opportunities.

Are you currently hiring and need some assistance in finding the right candidates? Get in contact with a member of our recruitment team at info@cml.ky to see how our team can help you build your dream team.