What makes a successful job description? There are 5 key components of a job description that should always be included: company summary, job description, responsibilities, requirements, and benefits. Below is a job description outline for reference and prompts to help you write yours.
In the past, I saw a lot of job descriptions in the creative industry that make me cringe. Job descriptions that talk about being best friends, snuggling with puppies, working in pajamas, and eating pizza. Similarly, tech startups promote happy hours, free snacks, and game tables as benefits. None of this matters to employees if you have a poor company culture.
The job description you create sets the tone for your company culture and standard for work performance. Set your business and team up for success by writing thorough and professional job descriptions.
What is your company about? What does your company value? What is your mission? Sharing this information provides insight into the company culture so you attract candidates with similar values who believe in your mission.
Describe the characteristics of the ideal candidate and a summary of their role. What type of candidate will best excel in this role?
What will the candidate be responsible for should they be hired? This list is NOT all-inclusive but should give a general overview of their primary responsibilities. This list allows candidates to know if this position is a good fit for them. Are the tasks listed here something they can and want to excel at? You want to set the future team members up for success so be detailed.
List the skills, experience, and traits of the ideal candidate. Skills and experience are tangible items that can easily be identified and required of all candidates you choose to interview. Traits are more subjective and may be identified during the interview process.
What is in it for the candidate? Remember hiring is a two-way street. You are selling your company and position as much as the candidate is selling their services. What would make them want to work for you? I often recommend to business coaching clients that they include a starting pay rate. This allows candidates to quickly filter themselves in or out based on their compensation needs.
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What is important to you when creating a job description?