Why job descriptions make all the difference.
Build a support system while onboarding with HR software and staff.
“Hiring right” starts with job ads.
Job description must-haves.
How is the hiring process going? You’re ready to onboard a new hire, but now what?
The job ad is posted, you’ve got the best HR software supporting you, and you’re already getting a few bites. Maybe you hired a copywriter to create the job posting, perhaps HR handled it, or maybe you’re part of a small company, and someone with strong writing skills volunteered to whip up the description.
With any of these routes, there are risks. If you don’t have a proper HR job description that lays out a realistic preview of the job role, you’re not going to find the right candidate. You might be setting yourself up for failure from the beginning and ultimately put company profits at risk.
Of course, a job description should be professional, well-written, and high-quality. This is true both when posting a job ad and in the written job description likely kept in your internal documents. However, that’s just part of the equation.
A well-written job description does one thing: It merely shows potential candidates that you’re professional (or have the ability to hire a decent writer). It doesn’t necessarily showcase what the job entails or gives candidates an idea of what they can expect on a day-to-day basis. Without these critical elements, you’re blindly looking for candidates. You won’t necessarily attract the best candidates and might not even get in front of the ones who will be an asset to your company.
A well-written job description without substance is just show. Is that really the tactic you want to take with onboarding?
“Hiring right” is the most important thing you can do for every aspect of your company—building a company culture, ensuring happy and productive employees, and the bottom line. Consider a job description that’s written well the foundation of the content.
Here are a few things job descriptions need to find and attract the best candidates:
- A list of regular tasks. The candidate wants to know what they’ll be doing on a daily basis, and the best person to supply this information is the person who most recently filled it. Highlight the major points and remember to include the rich variety many descriptions encompass.
- A brief description of company culture. Hiring the best candidate doesn’t always mean finding the person who has the most experience with the daily tasks. It also entails finding someone who will mesh with the company. Let your personality show in the job description, just don’t let it be the only thing that shines.
- Include the duller-sounding tasks. Don’t avoid putting in mundane functions for fear of scaring off candidates. If collating copies is something they’ll regularly be doing, they deserve to know. Honestly and transparency is key, and with it, you’ll find the candidates who are looking for the exact type of work you’re offering. This isn’t online dating, and there’s no room for white lies or omissions. Be forthright, just like you’d like the candidates to be with you.
Too often, companies treat job descriptions like sheer advertisements. They can include glitz, glamour, and glossing over of items that might seem unimportant or not very exciting. If you want a genuine job description, ask the person who’s currently (or previously) in that position for help. They know better than anyone the authenticity of the role. Need some help in creating a job description? Download a job description sample that will help you customize job descriptions for a wide range of positions.