How to write a great job description/JD


 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.


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.



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