Best Tips for Writing Great Job Descriptions

A well-written job description offers several benefits. It establishes the company’s requirements, is tailored to attract the right people, and saves time on the recruitment process. If you consider that it takes the average jobseeker 49 seconds to assess a job description, that does not give much time to make an impact. Skilled candidates are aware of their worth, and they are selective. Inadequate and poorly constructed job descriptions can make or break the prospect of recruiting top talent. Organizations should focus on creating exceptional job descriptions to attract exceptional talent.

Important Do’s and Don’ts

1. Do Pay Attention to Readability

Companies frequently overlook the significance of having a readable job description because they think it’s unnecessary. It could also be a reason why the best prospects are put off. If you employ smart formatting standards like bullet points, brief paragraphs, and a lot of white space, people will be able to understand the job ad a lot easier. Repetitive writing with redundancies and typos is not professional. It may even appear like the organization is undecided about what they want from the position or person.

2. Do Explain Acronyms

While many adopt the mindset that anyone capable of doing a job should know what certain acronyms mean. However, acronyms for specific positions or software systems might differ widely. Even if a top candidate is a perfect fit, they may be turned down because they didn’t understand a few perplexing letters. If an acronym is absolutely necessary, make sure the complete definition is given in brackets.

3. Do Include Expectations on Work Location

Most firms have adopted remote or hybrid working environments due to the pandemic. Location expectations differ from one company to the next, which is confusing for candidates. Candidates need to know where they’ll be working and the requirements for office attendance. As a result, when developing a job description, be explicit about flexible and remote working and expectations once the pandemic is over. Make sure new hires are prepared for any remote setup or travel obligations, regardless of how your company decides to work. You can also prepare potential hires by detailing COVID-19 safety precautions and site criteria.

4. Do Promote Diversity and Inclusion

With the ongoing emphasis on injustices facing minorities in the workplace and in society, it is vital to promote diversity and inclusion in your organization. And a clear statement of diversity and inclusion in your job description is a great place to start. Use neutral language instead of including phrases that single out applicants based on gender, age, race, culture, and religion.

Make sure you can demonstrate your company’s commitment to diversity commitments. Candidates are adept at spotting promises that aren’t kept. Job searchers want to trust in your principles, and you should be able to articulate them honestly and enthusiastically when questioned.

5. Do Involve Employees who are familiar with the Job Specifics

Seek assistance from individuals who are presently in the position or who thoroughly comprehend what the job entails. This helps provide accurate insight when describing the tasks and ensuring there are no misunderstandings. Employees should be able to clearly describe the job requirements for positions they work in or work closely with.

6. Don’t Overuse Jargon

Jargon can refer to anything from specialized language to terms that are overly complicated. It is a display of intellectual prowess that presupposes the reader understands it. But jargon alienates many readers, leaving them to grasp information that could have been conveyed in a far more straightforward manner. Don’t use long, complicated terminology or words that are rarely used in everyday communication. Stick to traditional, intelligible job titles and position descriptions in which it is apparent what you require.

7. Don’t Include an Exhaustive List of Responsibilities

While you may require a candidate to understand the ins and outs of the position, including a long list also looks chaotic and unprofessional. Even if they are skilled in needed areas, most candidates will be unclear what to make of this extensive list and will be uninterested. Prioritize what’s most important, then create a shortlist of clear, simple requirements that offer candidates a rounded view of the work. Leave the discussions around smaller tasks and specifics for the interview stage.

8. Don’t Focus on the Company’s Needs

Another blunder when writing a job description is when it focuses solely on the company’s needs and the employee’s tasks. Candidates want to know not just what the job involves, but they also want to know what your organization can offer them over and above the monthly salary. Including your Employee Value Proposition that describes the experience of working at the company provides a deeper understanding of what your company is about.

Collaborate with KRIS

Job descriptions should be developed and updated regularly. With KRIS HR Document Management System, HR teams can securely store and revise job descriptions throughout the year to ensure that they are up to date and compatible with current industry trends, budgets, workflows, and processes. A job description, in an ideal world, would clearly outline the role’s primary responsibilities, activities, qualifications, and abilities. If you want to increase your organization’s time to hire, you need accurate, engaging, and relevant job descriptions.