· Tricia Tan  · 6 min read

Why You Need Effective Job Descriptions

Attracting the right talent is the first step in hiring great employees.

But there’s something hiring companies need to consider: how is your job description faring? A strong, engaging, and comprehensive job description is essential in hiring.

You must create the perfect job description to attract a variety of highly competent individuals into your pipeline and ensure you’re not discouraging talent before they apply.

In addition to the typical job description, skills, and experience needed, recruiters and hiring managers must emphasize culture, mission, and values to prevent making a poor hire.

Also, you must watch out that your job descriptions don’t exclude women, people of color, people with disabilities, or members of the LGBTQ+ community from ensuring that you are drawing in a diverse pool of highly competent applicants.

But before all that, let’s go back to the basics. What are job descriptions? How can you make effective ones? And why is it important when hiring people?

What are job descriptions?

A job description is a written statement of an open position’s primary duties and prerequisites. Work descriptions should be comprehensive, understandable, and concise and include the following:

  • A summary of the business’s goals
  • A description of the duties of the position
  • The required knowledge, competency levels, and qualities that qualified candidates should possess
  • Testing that the company would demand
  • Location and working environment
  • The type of role—office-based, remote, or hybrid—should also be mentioned
  • Environmental elements or physically demanding aspects of the job
  • Whether it is a full-time, part-time, or independent contractor position

The fundamental goal of a job description is to thoroughly explain every component of a job role to the applicant. Employers can entice qualified applicants to apply for the proposed job role using compelling job descriptions.

A job description’s main objectives for employers are to:

  • Have clear expectations and clearly explain the work position
  • Draw in candidates with the appropriate training and levels of expertise
  • Encourage unfit applicants to refrain from applying
  • Provide a benchmark for managers and HR to compare a new hire’s performance to the duties listed in the job description

Job descriptions for candidates should:

  • Tell if the position you are applying for fits your interests, skill sets, ambitions, and morality.
  • Showcase the company’s expectations so the candidate can determine whether their credentials are appropriate.
  • Assist with interview preparation. Job descriptions should give applicants a general notion of the inquiries interviewers might make about their background, credentials, and work philosophy.
  • If wage ranges are mentioned in a job description, candidates can use them to compare various positions within a particular industry and choose which ones to apply for.

Why are job descriptions important?

Since there have been jobs, there have been job descriptions. Nonetheless, it is still unclear how crucial job descriptions are from a broad perspective.

Recruiters and HR specialists frequently postpone creating or revising job descriptions because they believe other responsibilities are more important. But you might be surprised to learn just how much more a decent job description impacts the workplace.

Helps in finding the right personnel

A job description’s primary goals are to guarantee that the position will fit the organization’s demands and to help recruit the best candidates.

It will be less likely that candidates who don’t meet the requirements will apply if you clearly define the requirements for a particular post.

Reducing the number of applications that come in the door and raising the caliber of those who do will help you save critical recruitment time.

Directs training

Determining the kind and extent of training a new employee needs can be challenging. A thorough job description makes things a little bit simpler.

If your job description is comprehensive, it will be simpler to identify any knowledge, skill, or qualification gaps a new hire may have and areas where further training may be necessary.

You can create a personalized training plan that will assist in getting the individual into an operational position more quickly by using the skills gaps as a guide.

Provide protection following terminations

Although job descriptions aid in attracting excellent candidates, a poor hire may succeed. In this situation, an intense job description will act as a support document for subpar performance.

If you had stated the expectations upfront, it would be simpler to identify and document exactly where the employee’s performance falls short of the requirements.

In addition, this data will enhance any other performance-related paperwork, including performance reviews, notes from one-on-one meetings, and additional discussion notes.

Support employee retention and satisfaction

When viewed from the perspective of a prospective employee, a job description serves as an example of what a candidate’s life might be like while working for the organization.

An inaccurate job description will give the impression that your business has been dishonest to the employee. They will also be more prone to give up.

Conversely, if a job description is correct, there is a reasonable likelihood that the person will like their work, feel motivated, and be loyal to the organization.

Aids in measuring performance

An extensive job description is a valuable tool for evaluating performance after recruiting an employee. The expected standard will be the job description’s responsibilities, tasks, and abilities.

A job description is a great tool to use once the probationary period is over or when it’s time for employers to evaluate performance and identify areas where the employee goes above and beyond expectations.

Tips for writing compelling job descriptions

HR professionals can use these suggestions to create job descriptions that draw in suitable applicants:

Put the essential details in their sections

Candidates can decide whether the position is right for them by reviewing the company profile, the job summary, and the description of the duties, skills, and requirements. Include the job’s advantages and compensation as well; they may sway hesitant candidates.

Be sure that your descriptions are written well

The caliber of the job description reflects the business philosophy. A job description that is interesting, thorough, and concise indicates competence and reliability.

Make it brief

Ensure the description is short (about 300 words) and concise because candidates would likely skim over one too wordy.

Keep in mind who you are writing for

Remember that the job description is written for a person thinking and breathing. Make use of conversational, captivating language that supports the corporate brand.

Include the required responsibilities and necessary soft skills in your description of the position, and you might even elaborate on what a typical day at work comprises.

Regularly update your job descriptions

Review job descriptions frequently to make sure they still adequately describe the position. Update it if a position becomes more complex or takes on more duties.

To summarize

Writing an engaging job description can enable you to draw in the most qualified applicants for your position. In addition, your job descriptions are where you introduce your business and the position to potential employees.

Finding the ideal balance between giving just enough information to help candidates understand the role and your organization while keeping your description brief is the key to drafting great job descriptions.

Once you find the right candidate, onboarding comes up next. What do you think about a streamlined onboarding process that can be done at the new hire’s pace? Sounds like a solution for your business?

Hezum’s here for you. Visit our website or schedule a demo to learn more about our solutions.

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