Your hiring strategy is built on the foundation of job descriptions. A job description informs the job ad as well as the expectations for a new recruit, which may be used by other team members. Performance reviews, coworker collaboration, and employee retention are all influenced by job descriptions. As a result, it’s critical to devote effort to ensuring that your job descriptions are thorough.
A compelling, concise, and plain job description is essential. Here are five crucial components to include in your job description to assist you recruit fresh people and develop in-house knowledge.
Clear headline
A headline identifies the job title at the opening of a job description. Internally, your job title should match the degree of knowledge required (for example, “Senior Manager” vs. “Chief Marketing Officer”) so that your responsibilities are apparent. Some organizations use a term in addition to a job title when communicating with customers. In addition to the vacant position, this phrase includes a few keywords, such as “Sales Director at Fast-Growing E-Commerce Startup.”
It’s critical to strike the correct combination of exhilaration and lucidity. If you’re looking for a band member, don’t use made-up names like “Wordsmith” or “Rockstar.” It may also assist you in creating an organizational chart to provide maximum clarity on communication and collaboration flows, as well as where the new function fits throughout the business.
Summary
A few things are included in the summary at the start of the job description. The summary highlights how this function affects the company’s overarching mission for internal stakeholders. It unifies everyone behind the goals for each function, as well as how that role will contribute to the company’s overall objective.
“In one to four phrases, describe the job’s main role, how it contributes to wider business objectives, and why it’s vital not just to the firm, but to society as a whole,” writes CIO.
The summary section of the job description is your chance to express your company’s value proposition to external stakeholders, which is a crucial aspect of your employer brand. Focus on your company’s essential characteristics, principles, and goal rather than utilizing jargon or over-the-top terminology.
Responsiblities
The role’s day-to-day actions are outlined in the responsibilities section. The focus of this section should be on the larger picture. Limit the job duties stated to seven bullets and spend more time detailing how the role will help the company achieve its goals. Sentences like “Contribute to the marketing team’s aim of X percent growth this year” or “Contribute market analysis to assist us launch X new products by the end of 2022” might help job seekers envision how they would approach the task without requiring too much guidance from you and your management.
Requirements and preferences
The abilities and experiences that an employee will need to function successfully in the position are referred to as requirements and preferences. Many companies make the mistake of compiling a broad list of needs, when there is a significant distinction between requirements and preferences.
“Requirements are’must-haves’ for a candidate to secure the job; preferences are ‘good to have’ attributes,” noted Monster.com analysts.
Many firms miss out on perfectly competent people by confusing needs and preferences. According to research, women are less inclined to apply unless they satisfy all the qualifications. Consequently, keep your chosen talents list to a bare minimum.
Benefits
Finally, outline your remuneration and perks to create a persuasive argument for working for your organization. Include benefits like health insurance, 401(k), on-site daycare, flexible working hours, and a pay range. It’s important to remember that not all rewards have to be monetary. Many individuals are looking for possibilities for advancement and training. Working from home or with flexible hours is becoming increasingly common. As a small firm, you may be able to offer someone the opportunity to wear many hats; entrepreneurial-minded applicants may enjoy a position that allows them to master multiple talents at once.
Your job description can also assist your HR department in developing a benefits plan. Whether or not you decide to promote the wage, the job description creation process aids in budgeting, resource planning, and benefit negotiations with third-party providers.
Bottom Line
Include these five elements in each of your job descriptions to assist with internal planning and to attract top talent to your business.
SW HR Consulting has been helping companies to build their teams and values for over 10 years. Contact us to find out more about our unique hr outsourcing services and see how our expertise can benefit you.
