Creating job descriptions – what to include and how to write them

Since the advent of jobs, employers have been faced with the challenge of creating job descriptions. However, the importance of job descriptions is still unclear from a broad perspective. Recruiters and HR specialists frequently postpone creating or revising job descriptions because they believe other responsibilities are more important. However, you may be surprised to learn just how impactful a well-written job description has on the workplace.

A job description is utilised by employers to summarise the key responsibilities, activities, qualifications and skills required for the role. Providing essential details of the role through the job advertisement will allow the candidate to determine whether they are qualified for the position.

By writing a compelling job description you will attract the most qualified candidates for your job posting. To be successful in finding the most suitable candidates for the role, key components must be included. These components include:

  • The job title
  • Location of job
  • Company description
  • Job summary
  • Duties and responsibilities
  • Required qualifications
  • Compensation and benefits

When writing a job description

Finding the perfect balance between providing enough details to allow candidates to understand the role, while also keeping your description concise is the key to creating a successful job description.

If you are looking to create a job description that will attract promising candidates, you will need to consider the length and structure. For example, a job description with a length of 500-600 words is more likely to attract potential candidates.

Additionally, it was discovered that most candidates will skim job descriptions and skip lengthy paragraphs. If you are looking to improve your ability to write a captivating job description, start by incorporating keywords in bullet points and creating shorter lines of text within your job description.

What to avoid

Avoiding common mistakes made when creating a job description can help attract skilled candidates. To improve readability, clarity, and specificity, you should review these common errors:

  • High density job descriptions
  • Vague responsibilities
  • Redundancy
  • Gender-biased language
  • Inaccurate qualifications

When you are creating job descriptions for upcoming positions in the future, be sure to avoid these five factors. This will ensure your job advertisement allows potential candidates to grasp a better understanding of the position and what qualifications are required. Your advertisement will also stand out from the rest which as a result, will attract a large variety of candidates.

Unintentionally using gender-biased language when creating your job description can alienate certain populations, which can make it difficult for the opposite gender to visualise themselves in the role. This can result in a significant loss of qualified candidates for the role.

Using gender neutral language and limiting the use of gendered language such as certain adjectives and connotations is one of your best options to avoid alienating qualified candidates.

Candidates should be able to determine whether they meet the requirements for your available position from your job description’s level of detail. It needs to outline the precise nature of the task, how it will be carried out, the talents needed to do it, and its relevance to the mission and objectives of the company.

Need help with recruitment? Here at KIS we can help! – We discuss this further in our new blog, including Tips & Tricks to target the best candidates – Link in BIO

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