Job descriptions are just a list of what the role entails, right? Easy! Well, yes and no. Job hunters will look at dozens of job adverts on a daily basis, often only skim-reading the advert to pick out the key information. If that information is hidden amongst minute detail, then your ideal candidate could pass you by. So, how do you write a job description then?
Effective job descriptions need to be engaging and inclusive to entice potential candidates to apply. Whether they’re a coder, customer service specialist, or something in between having an effective job description is absolutely crucial. Being able to accurately and concisely share what you need help with can save time and energy when wading through piles of applications.
Writing a Job Description
We’ve become experts in attracting those perfect candidates. You must include the absolute fundamentals to entice candidates to apply. If the essential details aren’t on there, they will simply move on to the next job.
Always include:
- The job title
- The responsibilities and duties of the role
- Required education, experience and skills
- Soft skills required for the role
- If the role is hybrid state how many days they will need to be in the office
- Salary and benefits package
- The company’s culture and how they operate
Tips for an Effective Job Description
Now you know what to include, here are some of our top tips to create an effective job description.
Know who your ideal candidate is
This may seem obvious, but if you don’t have a clear idea of what sort of person you’re looking for, then how will you convey that in your job description? Think carefully about both the skills required to suit the role, and about the company culture. You need a personality-fit as well as a skills-fit.
Simple job title
Keep it short and clear. There’s room for elaboration within the job description, so don’t overly-complicate the job title. If you can’t imagine someone Googling it, then it’s probably too complicated.
Sometimes employers unnecessarily overcomplicate job titles. Although it may sound trendy to hire for a ‘People Champion’, people won’t be searching for this role and may not initially understand what the job entails.
Be fair on candidates and don’t sell them a dream. Sometimes employers can try and make their job sound like a dream from the title, however once they realise the role doesn’t match with the job title once they start employment, they’re likely to feel resentful and it could lead to them quitting after a short period of time.
Get to the point
If you have an absolutely mandatory condition – i.e., the candidate must be able to use Adobe Illustrator – say so early on the job description. There’s no point wasting your time with candidates that don’t meet the core requirements.
Don’t waffle on about how lovely your office is or how close you are to a great market in the opening paragraph. Tell people, straight away, who you are and what you’re looking for.
Bullet points
Candidates have a tendency to skim-read. Bullet pointing the key skills required makes it easier for candidates to see whether the job is suitable to them. Large blocks of solid copy are intimidating to read, and you run the risk of important information being missed by the reader. You shouldn’t overload them with unnecessary information. Keep it concise and relevant!
Company information
For your dream candidate to leave their current role, you need to sell your company to them. Let them know all the perks and benefits that come with the job. If your company has a pool table and a bar, show it off! This also gives the candidate an idea of the company culture, which can further entice them to apply. If your company is rapidly growing, let them know – they will see this as a positive and it shows there are opportunities for development.
Advertise in the right places
There are many job boards out there, such as Indeed, LinkedIn, CV Library etc., and it can be overwhelming knowing where to post if you’re not a professional. Think about who you are and what you’re looking for, then find the right website/job board/print outlet to advertise with. A job board known for its admin roles will probably not be the best place to find a graphic designer.
If that all sounds a bit exhausting, you could always just get in touch with us instead. Your consultant will help you work out exactly what you’re looking for and they’ll develop the job description with you. Our recruitment consultants are all highly experienced in their sectors, so they already know the best places to advertise. They may already have your perfect candidate to hand.
To find out more about what Devonshire can do for your business, email [email protected] or call 0203 047 4507.
