Eight Parts of a Perfect Job Descriptions

In the current economy, it should come as no surprise that hundreds of people will apply for a single job opening. While this may give you a number of qualified people to choose from, you may also feel frustrated by the sheer number of people that apply even though they don’t have the necessary skills or background. Invariably, if you want to get only the best applicants, you will need to start off by making sure that your job descriptions have at least eight vital points listed in a clear and direct manner.

An Accurate Job Title

Surprisingly enough, many department managers forget to create an accurate job title for their listing. For example, if they are looking someone to work in a customer call center, they may use terms such as office help or secretary. This will draw applicants with these kinds of backgrounds instead of ones that may have special skills when it comes to telephone based interactions. When you are choosing a job title,  you should start by reading the same kinds of career guides used by potential applicants so that you can gain some understanding of the words they will be looking for when applying for a job.

Where Will the Employee Be Working?

Aside from the fact that a number of jobs can be done at home, you will also find that people from remote geographic regions will apply for jobs in your area.  It will be of immense benefit for you, as well as potential applications if you clearly state where work will be done, as well as whether or not you are willing to hire someone that would need time to relocate.

Basic Task Outlines

Sometimes it seems like there is an enormous push to create uniform job guidelines that will be used in every company.  On the other hand, your business still has a unique design that is bound to require different tasks than those listed in a basic job description.  You should make it a point to create an outline of basic tasks so that potential employees can compare that to their existing skill sets and experience.  While you are creating your list of basic tasks, it may be of some help to estimate the number of hours per week you expect the employee to spend on each duty.  This will make it easier to fit in flexible scheduling arrangements for some tasks as well as develop an evaluation format for productivity measures.

Employee Responsibilities

Perhaps it can be said there are few things worse than advertising for an entry level person when you expect management level decision making.  As you evaluate this part of the job description, you should also take the time to think about what will happen if the employee cannot perform the tasks assigned.  If you feel that the job is especially critical, this will be an ideal time to look at career guides in order to find out more about the profile of an ideal applicant.  Oddly enough, if you take the time to list the tasks and assessment criteria for any given job, you may find that you will either need to amend the job title or the tasks to match the responsibilities associated with the position.  Even though this may also require changing your salary expectations, it will be better to find the right person as opposed to choosing from a pool of candidates that will never be able to do the job.

Background and Qualifications

Have you ever listed an opening for a job where sensitive information would be made available to the employee?  Were you disturbed to find applicants that would not pass a background check expecting an interview?  Did you list an opening for an entry level job that actually requires a college degree or some type of special certification?  If you are not clear about educational, criminal, and past work experience information in the job description, you can rest assured that you will wind up with all kinds of applicants that you would not hire regardless of their skills and personality.

Working Conditions

Even though you cannot discriminate against people if they have handicaps, you will still need to list conditions that may pose a risk to workers. This may include working in areas where they may be injured by machines, or other aspects of the environment.

Evaluate Salary Ranges

Depending on your outlook, you may decide that it is not necessary to list a salary range in a job posting. On the other hand, you should have some clear ideas in mind about standards within the industry on this score.  This will help you sort out candidates based on salary expectation, as well as make it easier for you to discuss this matter during an interview.

What Benefits are Standard in the Industry?

No matter how desperate some may be to find a job, you will find that highly qualified candidates will still avoid putting in an application if you do not offer benefits that match their expectations.  You should at least find out what your competitors are offering in terms of benefits, as well as other companies in the local area.  While you may not be prepared to offer certain items, you can still compensate with other things that may be of interest to your employees.

Each day, thousands of human resource specialists and department managers must decide how to go about finding the best people to fill various job positions. In most cases, these people have fairly clear ideas about what they want from their employees. On the other hand, they may also have a hard time conveying that information to people that send in resumes or fill out applications. If you keep these eight fundamental parts of a job description in mind, you will have a much better chance of drawing candidates that will be able to work effectively and efficiently in the job you assign to them once hired.

 

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