How to write a great job description/JD
THE JOB DESCRIPTION, YOUR MOST VALUABLE TOOL TO SELL THAT OPPORTUNITY ON BEHALF OF THE COMPANY
Over the last 16 years we have seen far too many one-dimensional job descriptions. Often they seem to have been drafted with the goal of simply accomplishing the task.
Companies that don’t take the opportunity to breathe life into the document, marketing and enhancing key aspects of the offer as well as the prospects of the role and the values of the organization, waste their best chance to attract the talent they want.
With People Place you get a partner who works closely with each and every client to help you improve the JD while staying accurate. This ensures that the right talent is attracted by the opportunity and it will even entice candidates who aren’t actively looking for a new position.
FIVE KEY ASPECTS OF THE JD
The Company. Explain the values, the strategy and the vision of the company, and even what makes the organization different from other employers. It’s a good idea to include links to the company’s social sites like Facebook and Twitter, so candidates can get an insight into what working for the business is like.
The Department. Describe the culture of the department and its relationships with stakeholders. This is an effective way to let talent see who they’ll be working with. Including success stories is a great way to promote the tangible possibilities of growth to potential new hires.
The Line Manager. Have you ever heard of the saying “you join a company, but you leave a boss?” It is absolutely true. Often when a candidate is thinking about whether to apply for a job, the most crucial factor in his decision is the personality of the Line Manager. We all know that most candidates will be more motivated to join if they feel they’ll be working for someone who is passionate about the company and has something to teach. The Line Manager’s LinkedIn profile should most definitely be included in this section.
The Job. It’s your responsibility to bring the job to life in the same manner that you are expecting the candidate’s CV to stand out from the crowd.
Making two or three clear statements is important. Include the role, the main responsibilities and the level of business contribution the candidate will have. If it’s a management position, add a fourth statement with the level of direct reporting. This structure is very straightforward, even for the least experienced candidates, and also avoids misinterpretations. If you want to go to the next level, answer the candidate’s traditional question: “What’s next after this role?” Organizations with a track record of promoting employees internally should mention this. The last part of this section should be a clear statement of the requirements for the position.
Success Stories. Explaining previous success cases might be uncomfortable for some employers, but it will give candidates the confidence that they are being interviewed for a position that has clear expectations. Plus it will help them include the most relevant aspects of their experience during the interview. It’s win-win situation.