Tips to Create A Killer Job Description
Killer Job Description

Tips to Create A Killer Job Description

Download Your Complete Guide to Creating Effective Job Descriptions

Only 36% of candidates believe employers provide clear job descriptions (Allegis Group). How do your job descriptions stack up? Find out by downloading our guide. Here’s a preview of you can expect:

Job Description Template

  1. Job Title and Location

  2. You want to use a job title that will evoke authority and pique the candidate’s interest. However, keep in mind that your job title also needs to be one that potential candidates will be searching for. Also, be sure to include the location of the position you are hiring for, especially if you have multiple offices.

  3. Quick Company Summary with a Hook

  4. Start your job description with a summary about your company and then provide a hook to draw the audience in. You only have one shot to make a first impression and it has to be done within the first 30 seconds. Important to keep in mind here is that you don’t need to be the sexiest company or have the biggest brand recognition, just be honest and personable in your messaging to candidates. In a concise manner, introduce your company to the candidate. Explain the nature of your business and tell candidates why your organization is a great place to work. Once you establish this ethos, refine your messaging to communicate why the specific position you are hiring for is exciting within the context of your company.

  5. Describe Your Ideal Candidate

  6. Once you have drawn the candidate in and have their full attention, it is time to set your expectations. This starts with defining your ideal candidate. One of the biggest mistakes in writing job descriptions is doing so before you have developed a well-defined candidate profile. Prior to writing any job description, take some time to list out the key characteristics that constitute your ideal candidate. Once you have these characteristics identified, you want to “call them out” in your job description. This forces your candidates to evaluate their own personality to see if they are the right fit for the role. Begin this section by saying, “This is the job for you if….” then, literally bullet out the characteristics that are essential for the role that you are hiring for.

  7. List What They Will Own/Do (Duties & Responsibilities)

  8. Okay, so we have the candidate hooked and they fall into our candidate profile. Now, we need to be certain that they fully understand what their roles and responsibilities will be. This is the most straightforward section of the job description. Start it off by stating, “As a [title], you’ll…” and then give candidates a top-level, transparent explanation of the major duties and tasks that they will be responsible for.

    This section of the job description template allows you to paint a clear picture of what “a day in the life” at your company would be like. Enabling candidates to visualize themselves working at your company is key for driving them to apply. Furthermore, if you are honest when describing the duties of the position, those that apply are buying into the actual role that you are offering.

  9. Requirements & Qualifications (Skills & Experience)

  10. To set the bar and establish a baseline threshold for candidates, you must be clear about the required qualifications for the job. Frame this section with, “What we’re looking for…” and then list the mandatory skills and experience needed. Avoid listing every qualification that constitutes your “perfect” candidate because this may intimidate many qualified job seekers and drive them away from applying (consider separating nice-to-haves from must-haves). Remember, the purpose of job descriptions is to attract qualified candidates to apply. As you move candidates through your pipeline, you can extract further qualifications not specified in the job description template.

  11. Wrap it All Up

  12. Use the conclusion of your job description to make your final pitch to candidates. For our conclusion, we always start with the header, “In case you were wondering…” We have found that this ambiguity peaks the interest of most candidates and prompts them to continue reading. Following this header, use the body paragraph to summarize any final selling points.

Download our guide to help create a job description that will stand out from the rest.

Resources You Need to Win the War for Talent

More to Discover

Job Description Template [Downloadable]

Job Description Template [Downloadable]

Writing the perfect job description is a skill—you need to capture what a job’s all about and what it takes to do it well, in just a few paragraphs. It’s important, too. Great job descriptions attract higher quality candidates, but they also help them (and others in your organization) understand a role. Download Job Description Template Why Job Descriptions Matter Spending time creating (and updating) job descriptions is just good practice. Your first step when creating a job description is to ensure you don’t look unprofessional in the eyes of the potential applicant—spelling or grammar errors are a tell-tale sign that a company isn’t all that it seems. However, getting the basics right is just the bare minimum. If you can infuse...

Webinar: October Virtual Summit - Predicting Post-Pandemic Recruiting Trends

Webinar: October Virtual Summit - Predicting Post-Pandemic Recruiting Trends

The business community and its workforce have undergone some major shifts this year, such as adjusting to remote work and becoming comfortable with social distancing measures in the workplace. Similarly, recruitment initiatives have expanded in some cases to support hiring without physically being onsite. This has resulted in some significant process changes. During this discussion, we will review • The pandemic’s impact on recruiting processes (what changed and what remained) • New recruiting trends to better outshine your competitors • The best recruiting technology to consider for the future and why you need it Don’t miss this session! Register now.Speaker: John Throckmorton John is the VP of Operations for strategic HR, inc. With an...

Webinar: Industry Spotlight Healthcare: Best Practices for Recruiting Skilled Nurses

Webinar: Industry Spotlight Healthcare: Best Practices for Recruiting Skilled Nurses

For years, healthcare organizations have faced the challenge of the skilled nursing shortage. The impact of COVID-19 has made that challenge even more apparent. However, there are several steps that leading providers can take to maintain proper staffing levels and find / retain the talent needed to provide excellent care.Join Paycor's team of Healthcare experts as we cover: • Leverage additional government funding to find talent • Recruiting best practices • How building nursing engagement can reduce burnout • The role that training / onboarding can play in enhancing coverageSpeaker: Paycor's Healthcare Team

Case Study: Urban Chestnut Brewing Company

Case Study: Urban Chestnut Brewing Company

A need for a complete HR, Scheduling, Onboarding and Payroll solution led Urban Chestnut Brewing Company to Paycor. “Employees can access all of their items easily—everyone’s using the mobile app. It’s easy to navigate. They log in and everything is right there. They can find their paystub or request time off. Managing benefits is streamlined and intuitive. The employees don’t have to email me their questions because they have what they need at their fingertips.” - Ashley Troutman, business and marketing operations Why Urban Chestnut Brewing left their payroll provider Urban Chestnut Brewing Company is known for its high-quality lagers and ales in its four locations throughout St. Louis. Pre-pandemic, the craft brewery and restaurant...