Without the right human talent, no organisation can flourish. Every successful business, therefore, has an effective recruitment system in place. And among the most important components of these systems is the job description: that short piece of text that communicates to would-be applicants exactly what their role would involve.
But what are the key ingredients of a good job description? While the answer might vary depending on the industry you’re working in, and the nature of the job itself, there are a number of things worth focusing on.
Clear Purpose, Responsibilities & Structure
Above all, clarity is essential. The job description should provide an overview of exactly what the job entails, why it exists, and where it’s based. When your expectations are set out clearly, you’ll be more likely to attract the people who can meet them – and repel those who can’t.
Make sure that you specify exactly who the new recruit will report to, and what type of contract they’ll be hired under. The title of the job should be meaningful. Don’t use words like ‘manager’ or ‘executive’ for low-level roles. If the applicant is unsure of what they’re actually going to be, then they probably won’t apply.
This is often something that a dedicated recruitment specialist can take care of. Look to work with one with the right experience and reach, with particular knowledge of your industry.
Inclusive & Bias‑Free Language
Modern employers have a legal responsibility to open up new positions to people of all kinds. If your application is phrased in the wrong way, then you might find yourself on the wrong side of the Equality Act.
The wrong kind of discrimination can also damage the business in a more subtle way, by privileging certain candidates over others. Make sure that the language you’re using is inclusive, and avoid stereotypes.
Obviously, it’s a bad idea to ask for ‘the right man for the job’ if a woman might apply for the position. But some argue that even ‘male-coded’ terms like ‘individual’ and ‘driven’ can be off-putting for women.
Optimised Length, Format & Job Preview
Word count matters. The longer your candidates have to spend reading, the more likely they’ll be to move on to the next position. You can use bullet points to express information more concisely, and headings to break things down. A single block paragraph can be a daunting thing for many candidates, even for non-technical positions.
Short summaries of around 100 words are often about right. If you’re closer to 200, then you might start to think about condensing the description further. The content, naturally, matters: if there are any clichéd phrases or empty jargon hidden in the description, then you should find a way to cut them out.
