How to Create a Job Description

Finding talent that is just your right match is a tough battle to win. Do you know what creates the biggest hurdle in finding your one true talent? Boring, unclear, and uninspiring job descriptions. According to HRDive, 72% of hiring managers claim that they provide the candidates with a clear job description, but only 36% of the candidates agree with them. 

It is safe to say that learning how to create a job description effectively is not just a task assigned to HR; it’s a strategic move that can change your hiring game entirely. In this blog, you will learn the art of creating a job description that is clear, engaging, and actionable and that will attract the right people to your company.

What is a Job Description?

If penning down a list of responsibilities is what you call writing a job description, then take a seat because there is much more to them than meets the eye. 

A job description is a formal document that takes you through what a job entails, a picture of what success looks like, and the ideal candidate for the job. The journey of a job description starts from defining the title and scope of work to setting clear expectations. It is your way of aligning business goals with hiring needs

You’d know when a job description is done right. How? Well, it will serve three purposes: helping HR and recruiters source the right talent, setting clear expectations for new hires, and creating alignment across teams in the organization.

How do you create a job description? A well-written job description includes the job title, a summary, main responsibilities, required and preferred qualifications, reporting structure, and working conditions. 

How to Create a Job Description 101

You must be thinking, “But how do I create a job description?” Here’s a tip: don’t create a job description just for the sake of it, but learn to use it as a communication tool to make your hiring process faster and better. Let’s see how we can write a job description that attracts the best candidates.

1. Use a Standardized Job Title

When creating a job description the HR manager may include internal jargon as titles like “Marketing Savior” or “Coding Genius,” but there’s no point if a candidate is not even searching for it. Sticking to the good old “Digital Marketing Manager” or “Front-End Developer” would do.

2. Your Job Summary Needs to be Strong

Your summary should be no longer than three sentences, and it should ask three questions: “What is this role about?”, “Why does it matter?”, and “How does it contribute to the company?” Don’t include anything else; it might leave the candidate uninterested if it’s too long.

3. Detail Key Responsibilities

Here’s some useful advice: use bullet points and action verbs when writing the key responsibilities. Writing a position description in this format also makes it easier for your candidates. This way, your candidates can create a resume based on the job description details so you can get better resumes tailored to the position you want to fill.

4. List Required Qualifications

Divide the required and preferred qualifications into two parts. 

Required qualifications should include the must-have skills, certifications, education, or experience, while preferred qualifications should consist of additional skills that are nice to have and could be a unique selling point for the candidate.

5. Define Work Location, Schedule, and Type

A research on Digital Worker Experience Survey by Gartner states that 43% of candidates prefer flexibility as their priority and believe they are more productive when given opportunities to be flexible. So, you should always state whether the position is remote, hybrid, or on-site and also mention the employment type (full-time, part-time, or contract).

6. Be Transparent About Salary 

According to recruitics 44% of candidates are more attracted towards a job if you create a job description with salary ranges. 

7. Highlight Company Culture and Perks

Whenever you create a job description, always make sure that the applicants get a glimpse into your work culture by mentioning learning opportunities, values, benefits, etc. This enhances the candidate experience and is especially helpful for employer branding.

Job Description Examples That Work

Creating a job description template should be a piece of cake with all the tools available online, you just need to figure out what you want. So, let’s take a look as to how to create a job description template​ using the following essential ingredients:

• Job Title
• Job Summary
• Responsibilities & Duties
• Qualifications & Skills
• Working Conditions
• Salary & Benefits

When done right with these ingredients, a job description becomes more than a list. It’s a tool that attracts aligned talent and supports smoother hiring across the board.

Why Are Job Descriptions Important?

Are you writing a job description just so you can fulfill a responsibility? What if I told you that it’s a tool that can set the foundation for a powerful organization? That’s right. Don’t just wonder how to write a position description and start learning the ropes now, because it can very well become the reason your organization scores some bigshot employees.

Attracts the Right Candidates

Job descriptions help you acquire the right candidates if they are written with clarity and transparency. 

Supports Employee Performance & Retention

Many people are unaware that writing a good job description can even help with retention. This is because if your job description describes what you have to offer and the employee experiences this during the onboarding process, then bingo! They’re gonna stay with your organization longer and perform better.

They Promote Internal Alignment

An inspiring job description makes sure that the HR, the hiring manager, and the candidate have the same goals in alignment. This can help later on as well when it comes to performance reviews, promotions, and departmental planning.

They Help You Stay Legally Compliant

Accurate documentation of job requirements and expectations can protect your business from legal problems, most specifically in labor law, ADA accommodations, or employment suits. 

They Strengthen Your Employer Brand

Well-crafted and thoughtful job descriptions build your brand. Even non-applicants become clearer on your company, so they are more likely to come back or refer to the opportunity. According to Great Place To Work, candidates are 15 times more likely to choose a workplace whose employees claim to be happy and satisfied.

Conclusion

Learning to create a job description is an important skill across the employee life cycle. It is the first impression of the candidate, a performance guide, and a team alignment asset. Now that you know what needs to be done, do the needful to get the right talent without any hassles.