Need Talent? The Top 7 Things Every Job Description Should Have

Chris Goodwin, SHRM-SCP

 

When you create a job description for an available position within your company you certainly expect it will attract the right people. Unfortunately, that’s not always the case. In fact, according to recent research from the staffing firm Robert Half, a surprising 42% of those who apply to posted jobs don’t have the skill requirements necessary to perform the task. Bravado? Maybe, but more than likely some of those applicants aren’t clear on the skills they need to possess. And that can be due to a poorly organized job description.

Of course in the current job market, a well-composed job description is one that stands head and shoulders above the competition. Your job description makes the first impression but it also serves as an outline for basic job performance which is beneficial to management as well as HR. You can use the job description as a referenceable summary should any issues arise. 

So what makes a job description stand out clearly enough to draw talent? It’s not exactly a checklist of skills and requirements but rather a well-crafted description with intentionality, that places the focus on potential and transferable experience. An organization would also do well to provide a view of the company culture to ensure the applicant is a good fit. Here we offer the Top 7 things you should include in your job description to ensure you draw the right talent.

 

The Top 7 Things to Include in Your Job Description

1. Who is The Talent You Want to Attract?

Before you take pen to paper and compose the job description consider the type of personality you see in the role. Different positions call for different personality traits. While it’s easy to come up with the hard (and soft) skills you require for the job you also want someone who will fit well with the rest of the team. 

Job candidates like to envision themselves doing well in the position and to that end the words you use have weight. Are you hiring a design or marketing person? A phrase like “creative self-starter” may punch up the job description a little more. Sales execs could be described as enthusiastic, positive, and motivated. 

 

2. How Will They Make an Impact?

Everyone wants to make a difference. That’s just human nature. And you want a new hire who is eager to make a positive impact on and on behalf of your organization. When you highlight how the role contributes to your company’s success and the difference the right employee makes as an integral part of the team. 

Your job description should also include mention of the organization's vision and mission statement. A broad mention of your goals and values underscores your mission and demonstrates your organization's commitment to the overall success of the individual and the company. You’re providing insight to your potential new hire into what is most important to the organization.

3. What “Problem” will They Solve?

Taking the above tip a step further, you should explain in some detail the solution a potential candidate would offer in the scope of your company’s success. This brings life to the position and makes it easier for the candidate to see themselves in the role and determine if their skill set aligns. There’s a sense of excitement when people realize they have contributions to make to the success of the company and ultimately their own success.

4. The Story of Your Culture

Use this opportunity to expound a bit on your mission statement. Outline what it’s like to be part of the organization, the team. Briefly mention what values your company seeks in your employees, providing a clearer picture to attract the right people. 

Knowledge of your company culture ensures the applicants will (hopefully) align with the organization. Offer them a glimpse into a typical day in terms of responsibilities. Help them understand what projects they’ll take on in their initial few months and how they fit into the team in terms of those projects. 

5. Always Include the Basics

It goes without saying that a job description should include those things that, well, describe the job. That is the foundation of the job description itself. Here are the basic components to include in your job description.

• Salary Range: Some companies are transparent when it comes to the expected salary and others are not so much. In a competitive job market, it’s to your advantage to open up about salary. You won’t waste time on those applicants whose salary requirements don’t match what you offer. Additionally, some states legally require employer transparency regarding salary information in their job descriptions. 

• Benefits: Offer a brief description of the benefits. It isn’t necessary to go into detail about benefits packages. 

• Responsibilities: Briefly outline those responsibilities of the job. You can offer a more detailed overview later. 

• Skills and Experience: Again, there is no need for grand detail here. Simply a basic skill requirement, any experience that would be helpful as well as certifications and degrees you require. Much of the skills and knowledge particular to the position are developed on the job. 

• Logistics: This is where you’ll get specific about things like work schedule, location, whether travel is necessary, and how far (some local driving, domestic travel, or international). Also, include general information about the application process.

• Organization Information: A brief history of the organization, any awards or recognition you’ve received, key accomplishments, and so forth. Here is a great place to introduce the company culture.

 

6. Use Your Job Description to Set the Boundaries

Every position within every company has its boundaries. A brief description of the decisions the new hire will make, the scope of influence the job carries and the amount of autonomy the position offers goes a long way in helping them understand the boundaries of the job. How much freedom will they have? Are they allowed to exercise their creativity? Experiment? Innovate?

 

7. Decide Where You Want to Go 

Do you want to groom someone for a specific role in your organization or should your new hire hit the ground running? Does this role offer professional growth opportunities within your organization? Make sure to include a description of the type of growth possibilities inherent in the role as well as how the organization supports training and development to prepare employees for the next steps on the trajectory path. 

 

Finding talent that fits your company culture helps drive the success of your organization begins with a well-crafted job description and an expert HR staff.  Find the skilled HR support you need to recruit and retain candidates best suited to your mission. At Cornerstone Coaching & Consulting, we tailor our professional services to your needs, including job descriptions. Contact Cornerstone Coaching & Consulting today and let’s get started.