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Best Practices for Writing Effective Job Descriptions

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Writing Effective Job Descriptions

The Perfect Pitch to Prospective Job Applicants

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Job descriptions are one of the first points of contact you have with a job applicant. And effective job descriptions can help you make a great first impression and, as a result, attract qualified talent for your open roles. However, if you’re not writing job descriptions that stand out to top talent, you’ll risk losing your best prospective applicants to competing job offers.

Before you post your open roles, it’s important to write compelling job descriptions. Hireology is here to provide you with the following guide that walks you through several steps for creating effective job descriptions.

1. Clearly Define the Role and its Responsibilities 

Similar to job applicants preparing detailed resumes to stand out to employers, it’s just as important for job descriptions to stand out to job seekers. Especially given the record-low unemployment rate and tight labor market, now more than ever, employers need to sell job seekers on their open roles – rather than the other way around – and job descriptions give you the perfect opportunity to do so. 

To get started, clearly define the roles and its responsibilities in each of your job descriptions, as this should excite qualified talent and weed out some prospective applicants who aren’t a fit. 

Here are some questions to answer as you’re writing your job descriptions:

  • What does the day-to-day look like for this role? 
  • How will success be measured for the role? 
  • What does the career path look like?
  • How will this potential employee contribute to the company’s overall goals and mission?
  • In what ways can this position make a difference within the company and its future?
  • What kind of social or ethical work does your company do outside of the office?

2. Spell Out Requirements for the Position 

Whether you’re a manager or HR lead, you know better than anyone else why someone left your company and why that person didn’t quite fit. Therefore, you have to make it clear for applicants not only what you want in a potential employee, but also what you don’t want.

In your job descriptions, be sure to mention:

  • Preferred background, skills or experience preferred for the open role
  • Any certifications or other qualifications needed for the role 
  • Personality traits that help employees succeed in your office
  • Work habits expected in the position
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When browsing job descriptions, today’s job seekers want a compelling answer to the “What’s in it for me?” question.

3. Highlight What Makes You Stand Out from Other Employers 

When browsing job descriptions, today’s job seekers want a compelling answer to the “What’s in it for me?” question. In the company overview and benefits section, you have the chance to excite prospective applicants further by sharing what you have to offer employees.

Here are some recommended details to include in the company overview and benefits sections of your job descriptions.

  • Company location – Where you’re based and is the travel schedule like?
  • Company history – When was the company founded, and what makes it unique?
  • Culture – What is it like to work for your agency? Are you family-oriented? Patient-focused? 
  • Awards – Has your agency been recognized by their industry or community as a great place to work?
  • Community involvement – What kinds of charitable work does the company foster?
  • Career growth – What types of career paths do you support at your agency? 
  • Benefits – What benefits do you offer employees? (ex. Vacation time, retirement benefits, healthcare benefits, training resources, discounts on equipment required for the role, and more)

4. Make Sure Your Job Descriptions are Search-Friendly 

More than 70 percent of job searches begin on Google, so it’s important to have Google search results in mind when you’re writing job descriptions. 

Start by keeping your job titles short and concise – try not to include any details about sign-on bonuses or other information in the job title. In Google results, standard job titles that are most likely to match what job seekers are searching rank higher in search results.

Also keep your job descriptions short and to the point. The ideal length for job descriptions is between 300 and 800 words. Beyond the key job description elements outlined above  – including a strong company overview, list of responsibilities and requirements, an overview of your benefits and opportunities for career growth – also include additional information to rank well in search results.  

State the exact address of your open role(s) – including the zip code – as jobs with specific locations outlined are more likely to rank higher in Google results. And refresh your posted jobs after a reasonable amount of time, as older jobs do not rank well on Google. 

Finally, another key piece many employers overlook is including an Equal Opportunity Statement. Simply including this statement at the bottom of your job descriptions and on your career site can help you improve search results and stand out as a top employer. 

Here’s an example of an Equal Opportunity Statement: We’re an equal opportunity employer. “All applicants will be considered for employment without attention to race, color, religion, sex, sexual orientation, gender identity, national origin, veteran or disability status.”

Set Your Team up for Success with
Effective Job Descriptions

Job descriptions are essentially not much different than consumer advertisements. By writing strong job descriptions, you can attract qualified talent for your open roles. 

Interested in learning more about how to make the most of job descriptions at your dealership?

>>Read our resource, “The Top 50 Retail Automotive Job Descriptions.”

Looking to improve job descriptions at your healthcare organization?

>>See our resource, “Top Job Descriptions in Home Health Care and Home Care.” 

Job descriptions are just a small piece of what you need to create a competitive advantage through your people at your organization. In today’s tight labor market, you need an effective process in place to attract top applicants, hire qualified employees and seamlessly connect new hires with your HR systems – such as onboarding, payroll and scheduling. 

Whether you run a single location business or manage employees across several locations, Hireology is here to help you streamline hiring and get new employees up to speed quickly. Learn how Hireology can help you build your best team – see a demo today.

 

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