If you’re sitting in front of a blank Microsoft Word document wondering how to write a job description, you’re not alone! It may seem like a minefield, but writing a job description isn’t the worst task to accomplish once you get started.
Before we discuss the ins and outs, we need to discuss the purpose of a job description and why it’s so important. When you write a job description, it serves as a critical tool for both hiring managers and employees, ensuring clarity and alignment in expectations.
A job description has two purposes. The first is for recruitment purposes, as it is the first step to beginning the recruitment process and is pivotal to attracting the right candidate for a job – write a good one and you’ll get the buy-in from potential candidates, write a bad one and you may not attract the right people with the right experience. The second is for existing employees who are already in the position, as having a job description to refer to gives them clear direction and an outline of their responsibilities, and can support you when evaluating employee performance.
With that in mind, if you write a job description right, trust us when we say that it’ll serve you well!
As the job title is the first thing a candidate sees, you will want to make sure the job title is clear, specific and accurately reflects the job. Avoid using jargon or overly creative job titles that may confuse potential candidates. Instead, stick to industry-standard terminology, for example, use ‘Sales Manager’ rather than ‘Sales Superstar’.
Concise and compelling is what this section should be! Here, you’ll want to highlight the purpose of the role and give candidates a good snapshot of what the job entails, what’s expected of the role, and where it fits within the company. If you write a job description effectively, you’ll immediately engage the reader with something attention-grabbing and insightful, while introducing the potential candidate to your culture and company.
Next, you’ll want to outline the main duties of the role. Don’t be too generic, instead be specific and honest about what the job entails and what the candidate will be expected to undertake on a daily, weekly, and monthly basis. It’s also important you list this section in bullet points as it means it’s not only easier on the eye but easier for the reader to digest. For example:
Contact customers to identify upsell opportunities
Follow up on outstanding quotations
Close sales over the phone
Much like the responsibilities, list the skills and qualifications that are needed to be successful in the role. It’s also handy for these to be divided into ‘essential’ and ‘desirable’ – as, although it would be a dream for a candidate to hit 100% of the markers, it would be a miracle to find someone who does! By dividing the skills and qualifications, you’ll set more realistic expectations which will lead to a higher application rate. For example:
Essential Skills and Qualifications:
Previous experience gained in a telephone-based sales role
Possesses Maths and English GCSEs, grade C or above
Track record of successfully closing sales
Desirable Skills and Qualifications
Familiar with Salesforce and HubSpot
Proficient in creating sales reports
Nowadays, we find candidates are more and more invested in the company culture, work environment, and benefits on offer. This means that it is important you dedicate a section of the job description to your company, its culture and its mission. Tell them what it’s like to work for you, who they’ll be working with, and what they can expect from office life. And, don’t forget to mention the benefits on offer – highlight any perks you offer such as free parking, professional development opportunities, bonus schemes, etc.
When it comes to salary, transparency is key. We understand that occasionally employers can’t advertise salary due to internal factors, but if you are in a position to include the salary details – please do, as it attracts considerably more applications and interest and saves you time in sifting through applications that are potentially irrelevant as they are outside of the salary range.
We hope that clears things up as a well-written job description is a powerful tool for attracting and retaining top talent. Just remember that when you write a job description clarity, inclusivity, and attention to detail are key! And if you need recruitment support after crafting it, we’re always here to help.
