How to Write the Best Job Description for Your Company
You’re feeling great because the new budget has room for a new executive position on the marketing team. For years you’ve had to juggle three different roles all on your own, but now you’re ready to breathe a well-deserved sigh of relief. However, there’s still a long way to go before the new hire walks through the office’s front doors. Before you even think about interviewing candidates, you must create the job description to send to employment sites and your website.
It’s Human Resources (HR)’s busiest time of year, so you’ve been asked to manage the hiring process. While you’ve had some HR experience, you’ve never had the opportunity to recruit executive-level candidates for the company. You’re excited but a little nervous — you want to attract the very best people with a clearly written job description. Writing the job listing is one of the most critical steps of the hiring process, and it’s the first form of communication the company provides to prospective candidates. Check out our tips on how to write an effective job description for your team’s new position.
Avoid Pushy or Unqualified Candidates with Concise Copy
If you’ve ever written or read a job description, you’ll know that clarity is essential. Applicants will want to know about the position’s roles and responsibilities, necessary experience, and required skills. They’ll also want to know about benefits, office culture, vacation time, and salary range. Be specific about qualifications. If the position requires daily In Design use, ensure that you list Adobe as a necessary skill.
Have you ever encountered overly-zealous applicants? Such candidates will show aggressive enthusiasm for the position by sending daily emails and even calling you to talk about their application. Such people are often perfect candidates for the advertised role, but their over enthusiasm can come across as annoying. It might deter you from wanting to pursue them. In the description, clearly outline what the next steps are for the role to prevent people from overstepping.
Provide an expected timeline of when you’ll contact applicants and when you expect the interviews to begin. Ensure that candidates know not to contact the office — via email or phone — unless they’ve received a reply from you.
Ask for Coworker Input
You can gain insightful information about the position from your coworkers. You only see the job from one perspective, and you might forget pertinent details about task delegation. Adding suggestions from coworkers will help the description to sound more comprehensive and diverse.
Ask for Professional Help
To get the most out of the hiring process, consider working with a professional recruitment agency. You may not have time to write a perfect job description, let alone sift through hundreds of resumes and interview dozens of candidates. The right agency will pull candidates from an exclusive pool of top executive talent, saving you the hassle.
If you’re managing a new hire process, get all of the help you can. The last thing you’ll want is to hire the wrong person. Such an error can cost a lot of company money and energy. Take your time, cover all of the basics, and work with professional recruitment experts.