5 Tips On How To Create the Best Job Description

Be it a Job Description, Job Detail or Job Specification (aka Job Spec) – they all equal the same thing, a document that lists what a job is called and does.

You have seen those horrid job descriptions going: “Administrator needed, must do all admin – apply here.”

Then we have all seen the 14-page job description listing every possible duty you ‘may’ need to do, every possible KPI, performance measure, and what the company culture is all about.

We have created easy 5 tips on creating the best job description! Why? If you get the job description right, your plan to hire is so much easier and faster (start where you want to finish, they say).

Tip 1 – Make Your Job Title Clear

There are some real fun job titles out there like ‘Chief Experience Officer’, ‘Dream Alchemist’, ‘Fashion Evangelist’, or one of my favourites ‘Chief Chatter’ for a Call Centre Manager. The problem with using job titles no one knows or understands, is that you get the wrong type of people applying.

And yes, being creative on job titles is fun and shows creativity, but it will not get you to your end goal. Ensure your job title is clear in what the job entails and add Head/Leader/Manager if they will be leading a team. Keep it simple as they say.

Take a look at www.indeed.com for inspiration on job titles.

Tip 2 – Location And Remote Are Important Now

People usually search for jobs close to their home, so if your office is based in Sandton, list that clearly (especially if they are office-based.)

Important during our new times, if the role is a remote position list this clearly too, you will be amazed by how many more applications you will get.

Tip 3 – Salary, Money, Commission, Benefits

You are competing against thousands of jobs in the market. Be the one that shows what the candidate gets if they work for you. What is your salary range? – Show it clearly so you cut out those that are not in that bracket (Yes, some will try their luck but most won’t.)

Clearly show if the role gets commission, or bonus, or profit share. If you can’t show the big guns, then show what else they can get that are non-financial like flexi-hours, Friday afternoons off, etc. You want to be the one job that suits that one ideal candidate.

Look at how Crunchbase does this: https://about.crunchbase.com/about-us/careers/

Tip 4 – List The Duties, Not The Tasks

Often, we get confused between a duty and a task:

Duty = Manage the front desk according to SOP

Task = Answer telephones, greet customers at the door, complete filing daily

If you list the tasks, it becomes a job that is 8 pages long. Rather list the top 10 duties the person will do most days/weeks. This ensures it is clear for the candidate what the job will mostly entail. You can add at the top of the list job duties required for the role (other ad hoc duties required from time to time.)

Not adding tasks and only adding requirements gives the candidate the idea that you really did not make an effort when writing the job description.

Tip 5 – Requirements

Yes, the second most important part of the job description is after the job title, but it is important what you list next to each requirement. If a degree is absolutely essential – meaning someone cannot do this job without a degree, then say mandatory.

If you would like someone with experience in a specific software package, but know they can probably learn in on the job, then add – advantage.

If someone MUST have experience in doing something specific then list words like mandatory, essential, must-have next to experience. If it isn’t essential, but would be nice to have then add advantage next to that word.

Look at https://jobcrystal.co.za/job-search/ on how requirements get added.

Each word you add (or leave out) ensures you leave out candidates, or invite ones in. Be careful of copy and pasting someone else’s job description from the internet (do it to get a base, but change it to be according to your job.)

As we say with matching and finding the ideal candidates for the ideal job/company, every pot has its lid.

Crystal in partnership with JobCrystal is able to offer recruitment services tailored to the needs of SMEs. Job Crystal is the only passive job-seeker database in the country, which allows you to be one step ahead. With us it’s about real-time search, candidate database access and quick turnaround time.

View Crystal’s recruitment services and packages here.