How to Construct an Effective Job Description in 2019

A job description is more than a series of sentences that describe tasks. An effective job description will attract more qualified candidates while serving as an advertisement for your company’s culture. Job descriptions can take many forms, but generally, they must have at least six main components.

1. Identifier / Title / Location / Job classification status (exempt or not exempt)
2. Introduction to the company.
3. Main professional responsibilities
4. Requirements (must have) 2 years of programming experience
5. Desired skills, that is, SAP HANA is preferred but not mandatory
6. Legal conditions

A job ID helps you easily track the activity associated with opening your job. A simple identifier could be the year followed by a series of numbers: 2019-56901. Provide an identifiable job title so that candidates can easily locate their position while searching the web. Don’t publish titles like Rock Star Engineer, be concise and accurate with titles like Mr. Electrical Engineer.

Unless your company name is Google or Microsoft, the candidate may not know the nature of your business. Include a brief description of what your company does and why your business is an attractive place to work.

When describing the main tasks, avoid vague action verbs. Instead, use a specific language to provide candidates with the most accurate description possible. Don’t overwhelm candidates with too many functions that you want this person to handle. If this is the case, consider adding a “general” bullet at the end of your list, such as “Additional responsibilities and tasks, if necessary.” This provides the ability to add or subtract functions and tasks throughout the life of the job.

List your top priorities for the “essential” or “mandatory” role. This list of skills or requirements corresponds to non-negotiable elements, such as a four-year degree, US citizenship, five years of Java or two years of experience at the architect level.

After listing the main tasks and the essential conditions, indicate to the candidate what would constitute an additional advantage if he had these skills. By listing preferred but not required skills, candidates will also know what they can possibly learn or learn at work if they get the job. While this may be tempting, avoid using jargon and acronyms, as these terms may not be known to all candidates.

At the end of the job description, include all necessary legal terms. Below is an example of legal wording to close your job description: CompanyX is an employer for women, ethnic minorities, veterans and people with disabilities. All employment decisions are made regardless of age, race, creed, color, religion, gender, nationality, ancestry, disability, veteran status, sexual orientation, sexual identity or expression, marital status or any other reason protected by law. Federal, state or local.

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