An effective job description is a critical part of every hiring process. It’s possible for anyone to write a simple job description, which might resemble a ‘shopping list’ of the things you want your new employee to have or bring to the table. But an effective job description is something different entirely.
Recruitment is part marketing, which means attracting the right job seekers. Therefore, an effective job description starts with a clear description of the key responsibilities and skills required and the purpose of the role, and importantly it includes a description of what you offer to employees.
A good job description will attract the right candidates, offer them important insight into your organisation and ultimately, improve your chances of finding a great person for the role. First impressions count, you want to show them why your organisation is a great choice.
A well-written job description provides potential candidates with a brief insight into your company, its culture, and the role that’s available. This document should include enough detail to help the candidate decide whether they will consider applying.
Here are a few tips to help you write an effective job description.
Choose a clear job title
When a job seeker finds your vacant job through the search functionality in Employable Me, the job title will be the first thing they see. Make sure it’s short, clear, and true to the nature of the role. Choosing an accurate job title is essential in ensuring that interested job seekers can find your job listing.
It’s important to note that job titles vary greatly between businesses. Most roles could have more than one potential job title and when this is the case, it’s best to choose the title that most closely relates to the demands of the role but also what you believe your ideal candidate might be searching for. You can also include alternative titles within the body of the job description, so your vacancy is found by the job seekers when they search using different role titles.
An overview of the role
A job description should describe the role you’re trying to fill. This might sound obvious, but it’s sometimes not clear or done well. Every job description should offer a brief overview of the role purpose. Getting this information clear up front will provide your ideal candidate with a clearer sense of the role, your expectations of them, and it will hopefully have them thinking ‘that’s me!’.
It can be helpful to write this introductory section of your job description in a storytelling style. Capturing the attention of the right candidate, engaging, and encouraging them to apply (while maintaining honesty and an authentic view) can be quite powerful.
Introduce your company
Once you’ve given a basic overview of the role, it’s time to offer a little information about your organisation and its mission, goals, and values. This will help job seekers who aren’t familiar with your organisation and what it offers. Ensure this information is very clear in the job description but try to keep the organisation overview short. Direct the job seeker to your Employable Me profile page for more information.
Outline key responsibilities
One of the most important components of a good job description is a list of key responsibilities and tasks. This is where you can communicate the specific requirements of the role.
When listing responsibilities and duties, use bullet point format and focus on the most important duties first. Aim to use actionable language that clearly explains exactly what will be expected from a potential employee. Some examples for different roles are:
- Monitoring stock supplies and placing orders as required.
- Cleaning all touchpoints, sweeping, mopping, dusting and vacuuming.
- Preparing and serving coffees and other beverages.
- Answering telephones and directing calls accordingly.
- Greeting clients promptly and professionally.
This section of the job description should be clear and demonstrate the day-to-day requirements of the role. You might also use this section to mention any relevant key performance indicators (KPIs).
Key selection criteria (AKA About you)
This is the part of the job description that should have your ideal candidate thinking they are the right person for the role. This is also your selection criteria. The criteria might relate to education, work experience, specific skills, competencies, attitudes, and behaviours.
Listing clear selection criteria can save you time by discouraging unsuitable candidates to apply, allowing you to focus your attention on those who are likely to be the best match for your company. Be careful here too, many suitable candidates can feel they are not suitable if they don’t meet all your criteria, so keep it to what you really want. You can explicitly say what is essential, what is optional, and what can be obtained as part of the employment process. For example:
- Minimum two years’ experience in a similar role (essential)
- Qualification in aged care (optional)
- Working with Children Check (or willing to obtain)
Your ideal candidate might come from a different industry, or may not have worked for a while, and have great transferable skills. You can mention the transferable skills you are looking for in your selection criteria.
Benefits and workplace culture (AKA What’s on offer)
Towards the end of your job description, it’s a good idea to include some information about your employee offering, which can help the job seeker decide if they want to work for your organisation and apply for the role.
This might include information about salary or hourly rate, additional superannuation or leave, professional development/training, health/other benefits, employee discounts, and flexible working arrangements.
You might also like to offer a brief description of your team culture and work environment to give candidates a clearer sense of how your company operates. Communicating why your organisation is a great place to work can go a long way when it comes to securing your ideal candidate.
Other things you should include
While the above information is important in an effective job description, don’t forget to include:- The number of hours per week you need the employee to work.
- If the work involves shift work or work outside normal business hours.
- Information about where the employee will be working. Will they be onsite, remote, or required to travel to other sites?
Extra tips to keep in mind
Here are a few tips to keep in mind when you are writing your job description.
Choose your language wisely
Language has power, especially when you’re communicating with a wide range of potential candidates in an online environment. Think carefully about the language you choose. Aim for a tone that is professional but that also aligns well with your organisation’s identity.
Wherever possible, choose actionable language that engages the reader and offers a well-communicated overview of your needs, expectations, and offering.
Stick to the facts
Above all, a job description should always be honest and authentic. To ensure a smooth process without any confusion or miscommunication, focus on the facts of your brand and its achievements, and be honest about the role you’re advertising. This will help you find the right talent, quickly!
Be clear and concise
When writing your job description, clarity is essential. It helps to maintain mutual understanding throughout the recruitment process. Choose words and phrases that are clear, simple and specific. Use concrete language and avoid long/wordy sentences and a flowery, creative writing style.
A clear job description that gets straight to the point is more likely to encourage people to apply, meaning you’ll have more qualified candidates to choose from.
