Whether you need to quickly fill one role or multiple, creating an eye-catching, meaningful job description is the way to go. In this article, we’ll cover what makes a great job description, and what to include to attract the right candidates for your business!
What makes a Great Job Description?
A good job description is succinct, and clearly communicates the overall responsibilities of the role, and how it fits into the organisation. It should summarise the purpose of the role, key responsibilities, key relationships, and the required skills needed to perform effectively within the role.
Key Elements of a Great Job Description
1. Introduce your Organisation
Introduce your organisation through your company’s business mission, values, goals, and purpose within your industry. You could also include where your headquarters are located, the number of employees, and any relevant awards or certifications.
A description of the working conditions and location can also be useful, including: The worksite setting and atmosphere, nearby travel hubs or notable attractions, and possible hybrid/remote options. Additionally, information about the salary, bonuses, and benefits is also beneficial.
2. Purpose of the Role
Explain why the role exists, rather than what it is. This will summarise its purpose, and why your organisation needs it. For example, why do you need a Project Manager? Because a single person needs to be responsible for coordinating all aspects of a project within a specific budget/timeframe – in turn, meeting specific KPIs.
3. Key Results Areas
You should list 3-5 ongoing tasks that the specific position is responsible for. These should also be measurable – Increase sales by the end of the quarter etc.
Describe what is done to clarify the level of responsibility, and why it is done to define the objectives. Avoid a long list, and focus largely on responsibilities rather than personal qualifications within this section. Lastly, key performance expectations and indicators can be included to state the desired level of performance – Acquire 30 new customers in 90 days e.g.
4. Discuss Challenges
As well as listing responsibilities, you should also remain transparent about the challenges of the role. If applicable, list a few key deliverables that are typically achieved within a specific timeframe – increase sales within the next 12 months e.g. This helps assess attributes such as personal organisation, or working well under pressure for example.
5. Key Relationships
Your job description should cover shared responsibilities and other people the role is dependent on.
It should also state who the role reports to, and if it involves supervising others. Remain clear about collaboration and accountability within the role, as responsibilities for a certain type of role can differ based on the organisation.
Individual Authority: For highly performing, highly experienced candidates, you should be clear about what decisions can be made independently, and what decisions can be made with wider consultation.
6. Qualifications, Experience and Skills
In many cases, it is critical to include 1-3 required experiences or skills the candidate must have to perform effectively in the role. This identifies people who are able to adapt to the role effectively. Interpersonal skills such as communication or teamwork could also be mentioned to assess good cultural fits.
Avoid prioritising too many specific qualifications, as this could reinforce a systemic barrier. Furthermore, refrain from using biased adjectives and language. Instead, focus on the required responsibility – Use ‘Able to lift over 20kgs’ instead of ‘strong’ e.g.
Things to Keep in Mind:
• Keep your language devoid of bias (he or she, ‘maternity,’ ‘native’ speaker etc.)
• Use bullet points, headings, and subheadings.
• Use short, clear sentences.
• Proofread to check for spelling and grammar errors.
• Keep your tone upbeat and welcoming.
• Optimise your description for both web and mobile.
Overall
Having a detailed, clear, and transparent job description can ensure that you are attracting the right candidates for the role you’re advertising. With critical information and straightforward expectations, candidates are able to be evaluated more effectively, and miscommunication is minimised. The right, high performing candidate can achieve significant goals to take your business to the next level!
How we can Help
At People Associates, creating detailed job descriptions, employment agreements, and competitive remuneration packages are some of our specialties. Whether you’re seeking a single, high-calibre candidate or need to fill multiple roles quickly, we help build high-performing teams that contribute to long-term success.
Want a free consultation?
Flick us a message here – or contact Lisa Oakley at lisa@peopleassociates.nz or on 027 573 5483.
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