Hiring is always an ongoing process in every organization and Hiring great talent starts with attracting the right talent and HR has to define the candidature required for the role as per company requirement which can only be defined through Job description. the purpose of this section is to accurately reflect the duties and responsibilities of the position. When well-written, it produces a realistic picture of a job and answers the question, “What does the person in this role actually do?”
A job description not only describes the position’s responsibilities, it sets the foundation for recruiting, developing and retaining talent and also sets the stage for optimum work performance by clarifying responsibilities, expected results, and evaluation of performance. It is also an important component to maintaining an equitable compensation system and ensuring legal compliance. The document should be revisited and updated in line with the annual performance evaluation cycle.
The job description contains sufficient information to describe major responsibilities and essential functions as they exist today.
In addition to the standard role description and skills and experience required, recruiters and hiring managers must place an emphasis on culture, mission and values to avoid making a bad hire.
Below are few steps to create job descriptions that attract people who will be as committed as you are to taking your business to the next level:
1) Job Title: Keep Job title simple which should match the core skills required. Avoid fancy and made-up words as it will confuse employee with language or fancy words and it will put them off from applying. It should be crisp and clear which the title or you will miss out skilled candidates.
2) Summary: This is your opportunity to communicate your company’s value proposition. What exactly does your business do, and what makes you special? A few paragraphs are enough to explain what a candidate what it will be like to work for your company and potential career growth.
3) Responsibilities: Think of this as a high-level overview of the job’s main responsibilities that will help the job seeker know if the position is right for them. Make your description informative and clear for the job seeker. keep your ideal applicant in mind. Provide enough information and description to help him or her visualize themselves in the position. The better you can articulate the desired characteristics and experience you want; the more targeted potential candidates apply for job. Include relevant keywords to help your posting be found in search results and it will help recruiter to get unmatched resumes. Ensure correct skills and Keywords are used which will give a broader understanding to employee of what exactly the companying requirement it.
4) Requirements/Preferences: Requirements are the “must-haves” for the applicant to get the job; preferences are the “nice to have” qualities. Providing both will help candidates gauge how their own skills and experiences measure up to your vision of a matched candidature. Be specific about the skills and education that are required for the role and where there’s some flexibility. Mention level of job knowledge (such as education, experience, knowledge, skills, work timings. Job location and abilities) required to do the job. Also showcase team building events, the flexibility of schedule, core values, key benefits, and any other aspect that shows how much you respect employees. Job seekers strive to see that people have value at your company.
5) Benefits: Most important is to Include primary benefits and basic compensation details as well as secondary benefits that are unique to your company, write about flexible hours or the possibility of remote work in your description. Highlighting benefits, perks and workplace bonus will help set your company apart from the competition.
6) Call of Action: Make it super easy to apply to the job by including a direct link to the application. Set a small questioner to gauge to experience, skills and role clear which will make it easier for you to track applicants and screen them as per company requirements. Include information about who the position reports to, who they would work with daily, what tools they will be expected to use and what their output should be. If there’s a training period, explain how long it will be and what it entails Do link in company website details and success story of company. Promote company culture as well as information about potential growth opportunities for greater autonomy or leadership