What makes a job description well-written?

52% of job searchers say the quality of a job description influences their decision to apply for a position.

Accurate well, written job descriptions matter.

Job descriptions are essential for the recruitment process. They aid in attracting top talent, establishing expectations for suitable applicants, educating prospects about the role and organization, and streamlining the search process. In addition, a well-written job description allows organizations to generate a favorable first impression.

To advance your firm to the next level, you require candidates with the necessary skills, experience, and passions. A clear, succinct, and comprehensive job description will allow you to distinguish yourself from competitors and self-select qualified individuals.

Job description basics

A job description explains the essential duties, activities, qualifications, and skills required for a position. This document, often known as a JD, outlines the type of work.

A job description should include essential corporate information, such as the organization's mission, culture, and employee benefits. It may also indicate the position's reporting structure and compensation range.

An excellent job description will give candidates sufficient information to judge their suitability for the role. In addition, according to a survey conducted by Indeed, 52% of job searchers say the quality of a job description influences their decision to apply for a position.

What needs to be included in a well-written job description?

There are a lot of job openings, and it takes time to fill out an application, so applicants have to be picky. The main thing individuals look for is clarity. If they don't find it, they'll move on. You can't beat around the bush when it comes to giving them what they want.

To figure out how to write a job description, put yourself in the shoes of your ideal candidate and try to guess what questions they will have about the job.

A recent survey of people looking for jobs on LinkedIn found that most people give job postings less than 50 seconds to get their attention before they click away.

The survey showed that 95% of candidates thought a job description should include a salary range, and 69% said they were likely or very likely to ignore posts that didn't have this information.

People thought that the next most important details were the job title (69%), the location (62%), and a summary of the company and the role (61%).

· Job title

Choose a title that is descriptive of the role and its responsibilities. However, it should be concise. Appcast study indicates that longer job titles result in fewer applications. The optimal length for a job title is one to three words. Look at the examples of job descriptions for similar positions at other firms and select the most frequently used terms.

· Organization’s Mission

Include a two- to four-sentence company description or mission.

72% of job seekers would apply to an ad with a company description. Don't get lost in details, though. Most firms have a long goal statement and cultural code. Candidates looking at multiple firms and roles hear similar missions. Candidates can read the company's profile online if they apply.

Consider creating a template for future job postings. Commonly, the post begins with the company's description or objective.

· Job summary

Start with a compelling, attention-grabbing synopsis. Your summary should include an outline of your company and job objectives.

Captivate your audience with specifics about what makes your organization special. Your job description introduces your organization and employer brand. Include information about your company's culture to summarize why a prospective employee would want to work for you. Indeed found that 72 percent of job seekers believe it is extremely important for job descriptions to include information on corporate culture.

· Job responsibilities

Top-performing job descriptions include explicit roles and obligations. Responsibilities and obligations are necessary for a candidate to comprehend the position. In addition to establishing expectations for the employee, they can serve as a benchmark for future performance reviews.

Include between five to ten bullet points detailing the candidate's expected responsibilities. Some keys to writing this section effectively:

• Write in whole sentences.

• Be comprehensive. Candidates will be more prepared for the interview and the position if

they are aware of the expectations.

• Avoid becoming excessive. You do not need to include every possible occurrence an employee may encounter during the workday.

• Required qualifications and skills

In this section, it is crucial to differentiate between must-have (or necessary) requirements and desirable criteria. You may deter qualified candidates if you are overly demanding or detailed regarding education, experience, knowledge, skills, and talents. This section may include hard skills, soft skills, and a description of the type of personality you believe would be most suitable for the post.

• Compensation and benefits

Did you know that each benefit listed in a job advertisement improves the application rate by 1 to 5 percent?

Benefits satisfy the fundamental requirements for security and survival (see Maslow's Hierarchy of Candidate Needs for Job Advertisements).

Candidates increasingly expect salary range information to be included in the job description and will lose interest if it is absent.

In addition to the wage range, you should describe the role's benefits and bonuses. Every benefit, including flexible work hours, a dental plan, employee appreciation programs, and unlimited paid time off, helps to recruit talent.

Consider introducing a perk that distinguishes your firm from its rivals, such as corporate language instruction for staff.

• Length of the job

In addition to the location where the work is conducted, the duration of the work should also be specified. Not all jobs are permanent full-time positions that need 40 hours each week. Other sorts of employment consist of:

• Part-time employment entails less than a full-time commitment, typically between 5 and 25 hours per week.

• Contract work/Temporary work: a job that must be performed and completed within a specific time frame, and employment ends when the contract or period expires

• Contract-to-permanent employment: some jobs are first offered on a term basis, but at the end of the contract, the employer may offer the employee permanent full-time

employment.

Consider the contract phase of this sort of employment a trial period for you and your job within the organization.

A Job Description is a chance at a first impression. Make it impressive

A well-written, accurate, and attractive JD can rise above the noise and capture the attention of top talent that could make a significant impact at your company. A thoughtful strategic approach should be utilized to ensure that all your job descriptions are well written.

MOSH JD helps make well-written JDs easy. Try us free today!