Hiring a new employee can be a stressful and time-consuming process. Many factors affect how well a person will integrate into the company including education, experience, and personality. Writing job descriptions can be a tricky task, but taking the time to do it thoroughly can reduce the time spent interviewing candidates who aren’t right for the job. Providing an extensive write-up of duties, skills needed and educational requirements will help ensure that you’re attracting the right people with the skills you need for your company. The following ten tips can help you get started on writing job descriptions that will make the hiring process faster and easier.

10 Tips for Writing Job Descriptions

  1. Know What You’re Hiring For: Before writing job descriptions, you first need to give some thought to the position you are trying to fill. The history of the job position is important, but you should also reflect on how the position has changed and will continue to change to reflect the growing needs of your company. You should consider the duties that will be performed, the skills needed, personality attributes that will lead to success, and any relevant experience that you desire.

  1. Know What to Include: A good job description will include certain standard sections that are important for job-seekers and recruiters. These typically are:

  • Job Title

  • Description of the position

  • List of duties and responsibilities

  • Requirements

  • Equipment and technology used as part of the position

  • Location

  • Salary range

  1. Be Specific: Using specific language helps to narrow down your candidate field to only those people who are qualified to do the tasks you require. If you wish to write it in the native language from where the company belongs, take help of language classes like deutsch lernen online classes. Writing job descriptions in broad terms makes it harder for recruiters and candidates to know what is required. For example, you will want to list the specific technology you wish your candidates to have experience with, such as Microsoft Word, QuickBooks, C#, etc. Don’t just state that a candidate needs “good communication skills”, but rather explain what they will be communicating and in what form – some candidates may excel at written communication while others give outstanding presentations to clients. Know what you want, and state it.

  1. Prioritize: Writing job descriptions is a task that requires a careful balance of your priorities. No one candidate can do it all, but you want to make sure that candidates who make it to the interview stage possess the most important qualifications for the job. Your job description should reflect this. Consider listing requirements, such as minimum education and experience, separately from extras that would be nice but are not necessary such as certificates and niche knowledge. This will allow you to interview only those who meet the absolute requirements and leave enough flexibility in the job description to hire talented individuals who may have otherwise been passed over  due to a stringent and extensive requirement list.

  1. Be Clear and Concise: Job descriptions should be clear and concise, highlighting the most important information. While some personality in the description is nice and can lend itself towards expressing the culture of the company, too much is just distracting. Cut out any extraneous or “flowery” language and get to the point.

  1. Look at Examples: It can be helpful to look at job descriptions for similar positions to help you get a sense of what information to include. Websites such as Monster.com can be a good resource, providing both fictitious and real-world examples to base your job description off of.

  1. Use Keywords: Keywords make your job searchable. When writing job descriptions, aim to use specific keywords that will be most easily searchable. This will ensure that your listing shows up in relevant searches, rather than attracting the wrong candidates or being overlooked entirely.

  1. Use Unbiased Language: Biased language can be a turn-off for candidates, but can be an easy trap to fall into. Try to use “he or she” rather than single gender pronouns to make it clear that your job is open to any suitable candidate.

  1. Comply with Non-Discrimination Laws: Job descriptions are considered legal documents and must conform to non-discrimination laws. Avoid any mention of race, religion, age, sex, nationality, or disability. It is illegal to discriminate on these factors.

  1. Proofread: It should go without saying, but make sure to proofread your job description before submitting it to recruiters and job sites. The job description is the first contact a candidate will have with you, and you want to make sure it is grammatically correct and uses good sentence structure and form. Set the bar high so you will attract strong candidates.

Though it can take some effort, writing job descriptions that clearly and accurately reflect what you’re looking for in a candidate will save time and money in the long run. With an effective job description you’re sure to attract only the best candidates for the job. For more information on hiring the right candidate for your company, download our eGuide.

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