Every company needs a job description. Not only because it’s the first step to hiring new employees, but also because it helps you understand what positions are open and how to fill those gaps.
But how do you know what information to include? Or how long the job description should be? What if you’re not sure where to start?
The following is an overview of what needs to be included in a job description, as well as a few formatting tips. Together we’ll identify the skills and qualifications needed for each position, as well as requirements and expectations so both employer and employee know exactly what they’re signing up for.
Why You Need a Job Description
While it may seem like a lot of work, the truth is that job descriptions are really beneficial. Not only does it help you understand what positions are open and how to fill them, but it also provides insight into what skills and qualifications are necessary for each position.
It’s important to have a detailed understanding of the company’s needs before drafting up a job description. This is especially true if you’re in charge of communicating your company’s values and culture as well as establishing job expectations. Once you know what qualities you’re looking for, it’ll be easier to craft a job description that will attract qualified candidates.
What to Include in a Job Description
Every job description should include the following:
– The company name and contact information
– Job title
– Brief summary of the position – What the job entails and who it reports to
– Requirements for the position (education, skills, experience) – Working hours and compensation – Benefits
– Location (if applicable)
– Deadline for application
Ideally, a job description should be between one page and two pages long. If you have more than three requirements or expectations, you can break them down into bullet points. Be sure to keep your language professional while describing responsibilities, duties, qualifications, salary expectations and working conditions. Write with a conversational tone; you want to sound like someone they would want to work with.
How to Write a Job Description
A job description should include the following information:
-Title of position
-Primary duties and responsibilities
-Essential skills required, knowledge & experience needed
-Requirements for the position (for example, education level or experience, country citizenship)
Skills and Qualifications
Every job should have a list of the skills and qualifications that are necessary to perform the tasks and responsibilities. This will help you determine if the applicant has the right experience or education for the position.
For example, if your job is technical writing and you’re looking to hire someone who has experience with WordPress, then it’s important that this position is included in your description. You can also include any certifications or licenses that are required to do the job.
But what if you’re unsure? No worries! You can always ask during an interview or reference check.
Requirements and Expectations
A job description should include a list of requirements and expectations for the position. It’s important to be realistic about what you’re asking from your candidates because not everyone has the same skillset.
For example, let’s say we were hiring an administrative assistant. There are several requirements that would need to be included in the job description:
-Be proficient in Microsoft Office applications like Word, Excel, PowerPoint
-Have excellent interpersonal and communication skills with both internal and external clients
-Represent our company well at all times
These are just a few examples of what might be needed for this position. It’s important to outline a minimum set of qualifications for each position, as well as any other requirements that may not be necessary but could make it easier to find qualified candidates.
A well-written job description can help you find the perfect candidate for any position. Job descriptions can also be used for your own benefit to make sure you’re clear on what you want from a candidate. These descriptions are also a helpful tool for your current employees who may not know what you want from them.
Below are some tips to help you create a job description:
– Clearly define the position and the qualifications for the job
– Consider skills, qualities, and experience that are needed to do the job
– Discuss salary, benefits, time commitment, and other expectations
– Consider what your company culture might be like and try to reflect that in the description
– Be specific about the company’s company values
– Be honest and upfront about what you expect and don’t expect
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