Make your job titles specific. Informative job titles are more effective than general ones, so be precise by including key phrases that accurately describe the role.
Avoid internal jargon that may confuse the job seeker. Stick to standard levels of experience like ?Senior? rather than ?Grade 5850? or other terms people are less likely to look for.
Start with a strong, attention-grabbing summary. Your summary should provide an overview of your company and expectations for the position.
Get your reader interested by giving details about what makes your company unique. Your job description is an introduction to your company and your employer brand. Include details about your company culture to sum up why a candidate would enjoy working for you.
Include an exact job location. Provide an exact job location to optimize your job posting so it appears higher in job search results.
Responsibilities and Duties
Outline the main responsibilities of the position. Make sure your list of responsibilities is detailed but concise. Also emphasize the duties that may be unique to your organization. For example, if you are hiring for an ?Event Management? role, and the position requires social media expertise to promote events, include this detail to ensure candidates understand the requirements and can determine if they?re qualified.
Describe the day-to-day activities of the position. This will help candidates understand the work environment and the activities they will be involved in on a daily basis. This level of detail will help the candidate decide if the role and company are right for them, and will help you attract the best candidates for your position.
Specify how the position fits into the organization. Indicate the title of the manager the person will report to and how they will function within your organization, to help candidates see the bigger picture and understand how the role impacts the business.
Qualifications and Skills
Include a list of hard and soft skills. Of course, the job description should specify education, previous job experience, certifications and technical skills required for the role. You may also include soft skills, like communication and problem-solving, as well as personality traits that you expect from a successful candidate.
Keep your list concise. While you may be tempted to list every requirement you expect from for your ideal candidate, if you include too many qualifications and skills this could dissuade potential applicants