When it comes to recruitment in the 21st century, writing a great job description is critical to locating and securing top talent for the open position. While it may seem a simple and straightforward process, a job description that fails to properly explain the recruit’s responsibilities and expectations is likely to result in a high turnover rate. Likewise, job descriptions that are full of grammatical errors or inconsistencies will come off as unprofessional.

Who Should Write Them

Although many companies rely on their human resources department to prepare job descriptions, others, especially those who rely on third-party staffing agencies for their recruitment and HR needs, must look elsewhere.

While there are many options, job analysts or salary analysts are typically the best choice. However, supervisory personnel, management, and even employees can all participate in writing and developing the job description. In fact, it’s not uncommon to solicit input from an entire team of individuals, including industry peers, direct teammates, executive-level personnel and subordinate employees, when preparing a job description for public consumption.

What to Include

There are a few necessities that should always be included in your job descriptions. This includes the exact job title, any required education or training, and a listing of the recruit’s day-to-day responsibilities. Furthermore, make sure to describe any additional duties that may be associated with the job. Listing these duties, including primary, secondary, daily and ad hoc responsibilities, is one of the keys to maintaining a low turnover rate among your workforce.

You might also want to consider detailing any career development opportunities which may be available in the future. While this doesn’t have to be a comprehensive listing of future opportunities, simply stating some of the possibilities could be enough to attract the kind of talent you are looking for.

Optionally, some employers choose to list an exact salary within the job description itself. While this isn’t a necessity, some job seekers prefer to know such information before applying to the job. If salary is negotiable, make sure to mention that as well. If you want to maximize your chances of finding qualified and experienced talent, listing some sort of salary information is a great idea.

What to Avoid

Just as there are some key elements that are expected in today’s job descriptions, there are also some items to avoid. For example, setting unrealistic or understated expectations on day-to-day responsibilities, failing to list education or training requirements, and hiding or withholding information regarding your company’s culture or mission statement can all drive away qualified candidates.

Keeping Your Job Descriptions Updated

Given the fast-paced nature of the 21st century, including the rapid advancements in technology, it’s important for employers to stay up-to-date. It’s crucial to ensure that your job descriptions are updated at all times. Not only does this avoid the potential for miscommunication regarding the role, it will maximize your chances of locating the exact level of talent you need.

Automation Personnel Services features 31 staffing offices throughout the U.S. placing great light industrial job candidates to a variety of customers. Contact one of the largest and fastest-growing light industrial staffing firms in the U.S. today to get started!

Leave a Reply

Your email address will not be published.