Writing Better Job Descriptions: What’s in It for Me (The Job Candidate, Not the Company)

Your job description needs to cover why candidates would want to work for you. Answering what’s in it for them will increase your response rate and provide a greater pool of qualified workers.

How Much Would I Earn?

Candidates need to know the compensation they may earn to determine whether to apply for the role. Even if the salary range is slightly lower than desired, the value of the benefits package may make up the difference. More candidates will apply if the overall compensation meets their needs and interests.

What Would My Job Title Be?

Base the name on what skills and experience are needed using industry-standard language. For instance, “account manager” rather than “client relationship manager.” Even if you have a laid-back company culture, avoid using words such as “ninja” and “rock star” in your job titles. Many top candidates will miss your job description because they are searching under more common terms.

What Would My Responsibilities Be?

Candidates want to know what skills and experience are required and what type of work they’d be doing Include a one- to four-sentence overview of five to seven major functions, how the position contributes to company objectives; and why the role is important to both the organization and society. For instance, mention how the position makes people’s lives better or solves business or social problems. Include details about tasks, location, direct reports and other pertinent information.

What Would My Performance Goals Be?

Include clear, measurable objectives the candidate must meet. Candidates want to know you value results and how you will know whether they are attaining them.

What About Professional Development?

Point out how participation in seminars, conferences, on-the-job training and other opportunities provide the potential for advancement. Include how your company is contributing to the industry and how working in the role and gaining additional knowledge and skills can further candidates’ growth. Also, mention the anticipated company growth for the year, so candidates know they can move forward in their career with the company.

How Much Flexibility There Is?

Would the schedule be flexible? Is there onsite parking? Can candidates work remotely? Is there a busy time when candidates have to be in the office? Can salaried exempt employees work less than 40 hours per week during the off season?

Focus on Hiring and Let USA Staffing Services Handle the Rest!

At USA Staffing Services, we specialize in handling your back office services. Contact our team today to get started!