Bad hires can be expensive, leading to unnecessary turnover and impacting team performance. Learn how to get it right the first time with our expert insights.
>Reduce Employee Turnover
>Enhance Team Performance
>Boost Overall Productivity
>Minimize Recruitment Costs
Subscribe to Our Newsletter and get our guide on smart hiring strategies. Sign up and start making informed hiring decisions today!
Your subscription could not be saved. Please try again.
Your subscription has been successful.
HR Tips: Writing a Job Description
April 12, 2018
Are you among those superheroes working in the field of HR? Have you ever had to create a job ad along with a job description? In this case, the struggle and difficulty of crafting one is more than familiar to you. We know that a job description like any great sales copy, should be engaging, informative and with a strong call-to-action.
Are your job descriptions well-written and up-to-date? Are they detailed enough with essential skills delineation? We have prepared a list of the most common mistakes done when writing a job description. Read on and learn how your organization can generate better results with great hires!
#1 Absence of the Process
Intermittently, companies are not even aware how to create an effective job description. What steps should they take to write a proper job ad and who handles that? Following some kind of a process will make your life much easier! The first step is to create the process that will outline the approach and the main goals. Here are few questions to answer when creating a proper process:
Why are the existing job descriptions not working?
To adjust the existing job descriptions or to write the new ones from the scratch?
Tip: using the same job descriptions might cause attracting wrong candidates. It’s advisable to write a completely new job description at least sporadically.
Who handles writing and publishing job descriptions?
Is the person responsible for that, the right person? Does this person know the requirements and skills necessary for this position? The best way to create a compelling job description is to combine feedbacks from a direct manager and an employee. The manager can describe job goals, while the employee knows routine day-to-day responsibilities.
What details are essential and which are to drop? Here is the list of the suggested details to include into the job description:
Title or job code
Mission Summary – stating how the job fits into the company’s mission
Working days and hours
Compensation indicator (that’s optional)
Essential functions/qualifications – years of experience, education, licenses or other credentials required. List them in the order of importance. It is important to differentiate between the minimum and desired qualifications in order to attract only relevant candidates
Physical demands such as sitting, seeing, speaking, twisting, lifting, etc
Required behaviors such as teamwork, dependability, ability to learn, etc
Supervision – whether there is any or the employee will have full freedom of actions
#2 Grammar Mistakes
Posted job descriptions are representing your organization, therefore even minor spellings and grammar mistakes will render a poor image. To save yourself from the embarrassment, proofread everything you publish before going live. There exist many tools for that, as for instance Grammarly (free of charge).
#3 Web Optimization
Most job descriptions are now published online, hence it’s critical to mention the key elements that are worth considering before going live: headline, titles, keywords and SEO optimization. Being the first interaction touch point the importance of a headline is essential. Still, it’s quite common that the headline is forgotten or left for afterthought. The same applies to keywords used in the post. Accurate keyword selection helps with online exposure and helps to attract more candidates.
#4 Neglecting Legal Issues
The last but definitely not least! It is critical that legal department checks the ready job ad for any possible legal issues. The consequences might be quite costly for the company. Likewise, the responsible person would be putting his career at risk.
This website uses cookies so that we can provide you with the best user experience possible. Cookie information is stored in your browser and performs functions such as recognising you when you return to our website and helping our team to understand which sections of the website you find most interesting and useful.
Application Cookies
Application Cookies are necessary for our website to run and should be enabled at all times so that we can save your preferences for cookie settings and allow you to properly use our site & platform.
If you disable this cookie, we will not be able to save your preferences. This means that every time you visit this website you will need to enable or disable cookies again.
Analytics Cookies
This website uses Analytics scripts, like Google and Hotjar to collect anonymous information such as the number of visitors to the site, and the most popular pages.
Keeping this cookie enabled helps us to improve our website.
Please enable Strictly Necessary Cookies first so that we can save your preferences!