How to create effective job descriptions

A compelling job description showcases the essence of your organization and the role's significance. This makes it more likely to attract candidates who feel a strong connection to what your company is all about and offers clarity about the specific role. 

When you clearly list the essential things needed for the job, like skills, qualifications, and what the job involves, you make a clear rule that helps to choose the right people. This focused approach enables you to save time and resources because you don't have to spend them on people who aren't right for the job.

Job descriptions are like a sneak peek into the company's personality. They give potential candidates a glimpse of what it's like to work in the organization and what you stand for. This can attract people who align with your organizational values and will be enthusiastic about working with you.

To find the perfect fit for your team, you need to figure out who you're looking for. Imagine your ideal employee – what skills, traits, and experience do they have? Create a picture of this dream employee in your mind.

Take a close look at your quality of hire, which will give you insight into what your current team is good at and where they could use some help. This will help you understand what kind of person you need to bring in.

Let's say you're hiring for a marketing role. Your team is great at digital marketing but needs more expertise in reaching out to social media influencers, make sure to mention experience in influencer marketing in the job description.

The job title is the first thing that candidates see, so it’s essential to make it captivating and meaningful. It should be short, sweet, and to the point.

For example, instead of using a bland title like "project manager," imagine you're hiring for a role that involves coordinating events and logistics. A title like "event manager" or “event organizer” gives a more precise picture of the role's essence.

Moreover, having a creative and fun job title could be tempting, but that could result in fewer applications.

Picture this: A talented individual is searching for their dream job. They're not going to search for a "customer happiness guru" when they're actually looking for a customer service role. Therefore, while writing job descriptions, keep it straightforward, and use terms that job seekers are familiar with, such as “customer service executive.”

You should also specify the level of expertise your candidates are expected to have. For instance, if you are looking for a software performance analyst with experience in managing a team, it is essential to add the prefix "senior," “lead,” or even “manager” in the title to get the best-suited applicants for the position.

When you're explaining what the job involves, be really clear and straightforward. Don't just list a bunch of general tasks – instead, zoom in on the most important things the person will be doing that make a difference.

Let's dive into a job description example to understand this better.

Imagine you're hiring for a customer service representative position in your online clothing store. Instead of just saying, "respond to customer inquiries," you could detail the responsibilities like this:

• Respond to customer questions and concerns via email, phone, and chat. 
• Process customer orders, track shipments, and ensure accurate and timely delivery. Collaborate with the warehouse team to address any potential issues.
• Develop a deep understanding of our clothing line to assist customers in making informed purchasing decisions.
• Address and resolve customer complaints or conflicts professionally and efficiently, aiming to turn negative experiences into positive ones.
• Actively gather customer feedback and insights to help improve our products and services.

By offering this more comprehensive breakdown, potential candidates get a precise understanding of what their daily responsibilities would entail.

However, make sure that the section outlining the roles and responsibilities is brief. A LinkedIn insight reports that shorter job description formats tend to receive 8.4% more applicants.

It's essential to clearly outline the skills and qualifications you seek in potential candidates. By compiling a comprehensive list of desired skills and qualifications, you set a clear direction for candidates to understand exactly what you seek.

To make it even more effective, you can categorize these attributes into two distinct groups: "must-haves" and "nice-to-haves." The "must have" skills and qualifications are essential for the candidate to be considered for the position, while the "nice to have" qualities would be advantageous and may enhance the candidate's suitability for the role.

Here's an example of a job description with the list of skills and qualifications in the "must have" and "nice to have" categories for the Java developer:

Must have:

• Bachelor's degree in Computer Science, Software Engineering, or a related field.
• Proven professional experience as a Java developer with a strong portfolio of completed projects.
• Proficiency in Java (Java 8+), OOP, and design patterns.
• Experience with Spring (Boot, MVC, Security) or Java EE.
• Strong SQL, ORM (Hibernate/JPA), and web tech knowledge.
• Experience with version control systems, such as Git.
• Knowledge of RESTful APIs and web services development.

Nice to have:

• Master's degree in Computer Science, Software Engineering, or a related field.
• Relevant certifications (Oracle Certified Professional, Spring Certification, etc.).
• Additional certifications in cloud computing or DevOps practices.

This helps candidates know what's essential and what would be a bonus.

It's essential to let potential candidates know all the great things about being part of our team. Mention any unique perks, flexible work arrangements, or employee development initiatives that set your company apart.

This is where you give candidates a glimpse into your company's culture and values.

For instance, along with the salary range, include other benefits such as health insurance, retirement plans, and more.

The following is an example of a job description that includes a list of additional benefits:

• Remote work options.
• Ongoing training and workshops.
• A lively office culture with team events and celebrations.
• Health and wellness programs.
• Opportunities to collaborate with experts in the field.
• Access to industry conferences and events to stay in the loop.

Job sites, like JobTatkal, offer a dedicated “About the company” section where recruiters can highlight their company details along with additional perks and benefits of working for their organization.

It might sound surprising, but the words you use in your job description can unintentionally turn away fantastic candidates. This happens when certain words or phrases create biases that make some people feel left out. In fact, according to LinkedIn’s Gender Insights Report, women tend to apply for fewer jobs than men. 

To remove bias from your job description:

• Avoid gendered language:

Certain words might unintentionally lean towards a specific gender, making some candidates feel excluded. Avoid terms that are traditionally treated as “masculine.” Instead, use gender-neutral language to ensure everyone feels welcome and respected. For instance, replace "salesman" with "salesperson" or "server" with "waitstaff." Instead of "he/she," use "they."

• Be culturally inclusive:

Certain phrases might be familiar to some cultures but confusing or even offensive to others. Being inclusive means avoiding these expressions so everyone understands your job ad clearly. Instead of using culturally-specific idioms like "think outside the box," you could say, "come up with creative solutions."

By taking these steps, you're making your job description more inviting and accessible to a wider range of candidates. When you remove bias from your job description, you ensure that all potential candidates feel encouraged to apply regardless of their background or experience.