The Right and Wrong Way to Write a Job Description

Writing a job description may seem like an unavoidable chore you must complete before reaching the important part of the hiring process, but winging it through this essential step can reduce the quality of the applicants who respond. A job posting is usually a candidate's first contact with a potential employer, so aim to attract the best talent by describing what the company and work environment can offer job seekers.

Include a Headline

Imagine scrolling through a long list of job postings all titled "Admin Assistant" with nothing to distinguish the company. While job seekers who are unemployed or miserable in their current positions may wade through each job description, passive candidates have little incentive to pay attention to nondescript postings. A short, punchy headline can convey a company's tone and brand, giving professionals a reason to read more even if they aren't currently searching for jobs.

Sell the Company

In a 2015 study published by the Journal of Business and Psychology, researchers tested 56 real job descriptions for engineering and project management positions. Responses from highly rated candidates nearly tripled when job descriptions emphasized how the company can meet an applicant's needs instead of focusing heavily on the skills and experience the job demands. The strongest candidates know what they have to offer and only apply to companies that communicate similar values and strengths. Describe the company goals and culture, giving candidates a mental image of how it feels to work for your employer every day.

Stress Skills Over Experience

In many cases, good candidates come from a variety of backgrounds, making it effective to outline essential hard and soft skills and how they relate to the role. If specific coursework or prerequisite jobs aren't required for the field, avoid scaring away strong candidates who may have valid work experience that differs from your expectations. Consult employees and managers who are most familiar with the job to find out the competencies a new hire needs to be successful. Include a percentage breakdown of core duties to attract candidates whose strengths complement company goals.

Use Readable Formatting

Keep in mind that today's job seekers frequently view job descriptions on computers and mobile devices. Choose neat, simple formatting that doesn't appear jumbled on smaller screens, and make the job description scannable by breaking information into short paragraphs and bullet lists. Avoid using color unnecessarily, especially bright or pale lettering that is difficult to read on a screen. Use accent formatting such as bolding and underlining only when it adds to the posting's readability. For example, emphasizing job duties, benefits or salary ranges can draw attention to areas you don't want readers to overlook.

The hiring process can be long and costly when a company wastes time on poorly planned recruitment techniques. Improve your hiring efficiency by using job descriptions as a tool to persuade talented professionals to learn more and join the company.

Photo courtesy of hywards at FreeDigitalPhotos.net