Let's Create the Best Job Description
What is a job description and why do we need to focus so much on it?
Have you ever considered what it's like for a job seeker to navigate through countless job listings?
I certainly have, as I've been in that position myself. The frustration of searching for a job, only to encounter job descriptions that are either daunting or unclear, can be disheartening. Not only does it deter me from applying, but it also leaves a negative impression of the company behind the posting.
Too often, writing job descriptions is seen as a mundane task, sometimes resulting in recycled descriptions from years past. This approach fails to capture the essence of the role and the company culture, ultimately hindering the recruitment process.
Title
The title should be concise and reflect the precise job position. Some roles may have multiple names despite being the same:
For instance, 'Customer Service Representative' may also be referred to as:
Client Relations Specialist
Customer Support Associate
Client Services Representative
Customer Care Agent
About Us
Emphasize the 3Ps of the company - Purpose, People, and Performance - while providing a glimpse into the organizational culture to convey the company's essence, operations, and its approach to navigating the capital-intensive landscape. Additionally, offer insights into the work environment to give candidates a sense of where they would be contributing within the company culture.
Required Responsibilities
Contact Hiring Managers to get an idea of what are the job responsibilities of the employee.
Keep it as short and to the point as possible!
Word responsibilities and requirements carefully so that none gets left out who may become a good asset to the team
Preferred Qualifications
Be sure to specify which skills are required before the job and which can be learnt during the job
Compensations
We can all agree that money is the key motivation for an employee when it comes to applying for a job. Without it, sustainability and balance in life is impossible, but don't denote it as the only drive to employment.
An employee aims to upgrade their professional skills as they navigate through the work environment. Not only that they would like to learn a diverse set of skills that satiate their hunger to fulfill their hobbies.
Now an employee is earning a good enough salary to embrace financial stability. However, is that all they need? -- No! They seek work opportunities with a medical safety for themselves and their loved ones. They seek opportunities to be able to have a work-life balance where they get to spend time with their personal family and their business family. They also have their wellbeing as a concern! They juggle through all the portions of the compensation package to be able to get the most for their time in the company of their interests.
Culture
Define the culture to make it inclusive and still be able to manipulate just enough to attract the right candidate for the job. A fast-paced workplace attracts a different type of person than a slow-paced one.
Constant Updating
Keep it up to date as per the era especially in areas like tech since they are ever evolving. The requirements in using the specific tools, languages and skills used even in this month may not be relevant in the next.
Choose Your Words Wisely
Let me illustrate with an example instead of reiterating the self-explanatory title I've given to this section. Imagine a father who chose one of his 10-year-old daughter's drawings as his phone's wallpaper for inspiration. When his other daughter noticed this wallpaper, she inquired about her own drawing that she had made for him. He replied, "I will set it right after I find the drawing, take a picture of it." However, the word "find" unintentionally hurt the daughter, leaving her upset with her father (by the word "find" she thought her dad lost it). This scenario underscores the importance of choosing words carefully, as they can either strengthen or weaken relationships in any context.
What we do vs what you do
Don't just tell the candidate what he has to bring to the table. Give an equal amount of opportunity to let the candidate know what you will be bringing to the table as an employer.