A basic job description should provide role clarity to potential employees to ensure that they understand what is expected of them in their jobs.A job description supports your recruitment effort if it is defined with not only the qualifications and skills that are needed for the job but also it should give a glimpse of what your company culture, working environment looks like. This can better your chances of not only getting the most qualified candidate bit also the right fit. They should also be written using an accountabilities based format. An accountabilities based job description focuses on the “what” of a job; not the “how”. This ensures that you are sending the right message to the right audience. Don’t just advertise your vacancy, ensure that your applicants understand you on every level. What you expect from them as employees, what you stand for and how the role they are applying for supports your company goals. In doing that you have better chances of securing candidates that actually want to work not only for you but with you.
When writing a job description, it is important that employers follow these guidelines:
- Use clear, concise language. Do not use ambiguous or elaborate language. The goal is to ensure the reader can easily understand what the position is required to do.
- Use action verbs in the present tense. For example, use “designs training” rather than “designed trainings.”
- Make sure that you don’t base the content of the job description on the interests, qualifications capabilities or skills but rather do so based on a combination of those things to fit what your needs are.
- Summarize the accountabilities of the position accurately, do not understate or overstate them.
- Describe the position, as it exists today, not how it was in the past, or how it will be in the future. The only exception to this rule is if there are imminent changes under way to the position.
- Avoid gender-based language.
- Keep the content of the job description to a manageable length. The length of a job description does not indicate the importance of the job.
Bad job descriptions are often the reasons for a recruitment process riddled with miscommunication between candidates and recruiters.