The value of a good job description is often underestimated. It goes far beyond attracting the right candidates. A well written job description aids recruitment and selection by serving as a screening tool and interview guide. Additionally, it facilitates smooth onboarding, training, and performance management by providing clear evaluation criteria and development plans. Clear job descriptions enhance employee satisfaction and retention by reducing role ambiguity and showing career progression opportunities. Furthermore, they serve as a branding tool for the company, showcasing its values, culture, and commitment to professional development. Overall, job descriptions contribute to operational efficiency by defining roles, preventing overlaps, and ensuring effective resource allocation.
In this blog post, we’ll address some of the most frequently asked questions about writing effective job descriptions. Whether you’re a seasoned HR professional or a small business owner, these insights will help you create job descriptions that resonate with potential candidates and accurately reflect the needs of your organization.
10 Frequently Asked Questions
1. What key elements should be included in a job description?
A good job description should include the following sections:
- Job title
- Company description
- Role summary (you should include location and reporting structure here as well)
- Key responsibilities and duties
- Qualifications (education, experience, and skills)
- Salary range and benefits (in the case of executive positions, this is typically omitted)
- How to apply
2. How much focus should be placed on describing the company?
This is a great opportunity to explain your organization’s mission, vision and values. You may also want to include well-known projects or clients and details about your company culture. This section is about more than simply telling candidates what your organization does—it should help the candidate get excited about the idea of working for your organization.
3. Should potential career paths or growth opportunities be included in a job description?
Yes, including potential career paths and growth opportunities can attract candidates looking for long-term employment and career development. It shows that the company invests in its employees’ futures.
4. How should preferred (but not required) qualifications be handled in a job description?
Clearly distinguish between required and preferred qualifications in the job description. Create separate sections or clearly label each qualification as “required” or “preferred.” This helps candidates understand the minimum qualifications needed for the role while also seeing which additional skills or experiences would be beneficial.
5. How important is it to include soft skills in the job description?
Including soft skills in a job description is essential. While technical skills and qualifications are crucial for ensuring a candidate can perform the specific tasks required by the job, soft skills are equally important for predicting how well a candidate will fit into the company culture and work with the team. Soft skills such as communication, teamwork, problem-solving, adaptability, and leadership can significantly impact an employee’s success and overall contribution to the organization. Moreover, including soft skills in the job description helps set clear expectations for the type of interpersonal and behavioral qualities your company values.
6. Should the actual job title be used in the job description if it is not widely recognized externally?
If the actual job title is not commonly known to outsiders, it is often beneficial to use a more widely recognized or descriptive title in the job description. This approach can help attract a broader pool of candidates who may have the relevant skills and experience but are unfamiliar with the specific title used within your company.
7. Is it important to include every responsibility the job entails?
No, it’s not necessary to detail every task exhaustively. Instead, prioritize outlining the primary responsibilities and duties. Even more importantly, include the expected impact and outcomes, such as “driving a 10% increase in revenue” or “achieving 90% client satisfaction.” Focusing on outcomes clarifies the role’s overarching goals and provides flexibility in how employees achieve them.
8. Should the job description specify if the position requires the individual to work in the office (rather than remote work), or is it better to omit this detail to attract more candidates?
If the company strongly prefers the candidate to be in the office 5 days per week, it’s important to clearly state this in the job description to set proper expectations. Transparency about the work location requirements will attract candidates who are comfortable with and willing to commit to a full-time, in-office presence.
9. What are common mistakes to avoid when writing a job description?
Common mistakes include:
- Being too vague or too detailed
- Using jargon or unclear terminology
- Falling into the list trap (i.e., making endless lists of tasks required)
- Using gender-specific language (always use neutral pronouns like “they” instead of “he” or “she”)
10. How can a job description be made more appealing to potential candidates?
To make a job description more appealing, focus on the following:
- Use clear and engaging language
- Highlight the company culture and values
- Include any unique benefits or perks
- Provide insights into the team and work environment
- Emphasize opportunities for growth and development
Let the Experts Help
Clearly, writing an effective job description is not an easy task. So, why not rely on experts to handle this important step in attracting and retaining top talent?
With our knowledge of the real estate and financial services industries, 20/20 Foresight crafts clear, compelling, and accurate job descriptions that attract top-tier candidates. Our consultants are skilled in highlighting the key competencies and experiences necessary for success, ensuring that the job description aligns with the company’s strategic goals. Additionally, we know how to make job descriptions more attractive and engaging, ensuring they stand out in a crowded job market. By highlighting the unique aspects of the company culture, growth opportunities, and the impact of the role, we draft descriptions that appeal to high-caliber candidates who are looking for the next step in their career. This precision not only saves time and resources in the hiring process but also enhances the company’s ability to secure the best talent in the market.
Contact us at foresight@2020-4.com to learn more about how we can help you.