Finding an employee who aligns with your company culture takes time. But strong job description components can speed things up when you need support as soon as possible.
Waiting is the last thing you can afford to do.
Thankfully, with a clear, targeted job description, you can cut through the noise faster, attract potential candidates, and filter out ones that are a poor fit.
Let’s take a closer look at the essential job description components — with examples — so you can create one that sets your recruitment process up for success!
A detailed job responsibilities overview
Start with a clear outline of the job duties and responsibilities. Be specific. The more details you include in job description components like this, the better the fit you’ll find. For example, let’s say you’re hiring a customer service representative.
Instead of saying, “Handle customer inquiries,” paint them a picture, like:
Assist with product recommendations based on customer needs.Resolve customer issues via chat or email in under 24 hours.Process returns and exchanges as soon as they come in.Answer inbound customer calls within three rings.
This helps candidates self-select. (If they’re not comfortable doing these things, they usually won’t apply.)
Also, include the work environment, schedule, and hours. (Including training.) If the job is remote, include that next to the job title. Are there rotating shifts? Share how it works. If the new hire will need to drive an hour out to attend training at your corporate office, be upfront.
No one likes surprises after they’ve accepted the job.
Align the tone of your job description components with company culture
Make sure the tone of your job description reflects your company’s culture. If your business is casual and fast-paced, avoid using stiff, corporate language. You don’t want your job postings to sound like they came straight out of a legal textbook.
Instead, infuse some personality.
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Finding an employee who aligns with your company culture takes time.
