1. Identify hard skills
Think about the specific tasks and challenges the role entails. Then, determine the hard skills crucial for these tasks (like programming languages for a tech role or financial analysis for a finance position).
For evolving roles, especially in rapidly changing industries, specifically state that candidates’ skills must adapt as needs change. For example, you might state that candidates require evolving proficiency in a programming language.
2. Don’t overlook soft skills
You should also consider the soft skills vital for success in your workplace environment. Historically, job descriptions have focused heavily on technical competencies while overlooking soft skills – which are crucial for things like effective communication, teamwork, problem-solving, and adaptability.
While hard skills can be taught, soft skills are often inherent and harder to develop. So be sure to highlight these in your job description. Paint a clear picture of the type of person who’d succeed in the role alongside team members. This will attract candidates with the interpersonal skills to thrive in your workplace.
3. Determine responsibilities
Delve into the everyday activities and challenges the role presents.
For instance, when writing a business operations manager job description, examine the role’s daily activities – such as streamlining processes, overseeing budgets, and leading operational initiatives.
To determine the day-to-day responsibilities for new roles, define the role's purpose, understand the gap it’ll fill, and research similar roles in other organizations. Then, consider what outcomes you expect from this role to determine the skills necessary to achieve these outcomes.
Since roles evolve, consider specifying that some responsibilities will adapt over time to ensure job-seekers are prepared for this. For example, a job description for a healthcare role might tell candidates that they must “Adapt to new healthcare regulations as they emerge.”
4. Talk to current employees
Use current employees’ insights to refine the job description, ensuring it accurately reflects the skills needed. Your current employees are also a great resource when creating job descriptions for new roles. Their input can help you pinpoint the skills missing from your organization – including those currently being developed in your industry.
5. Use clear language
When you sit down to write your description, use clear, specific language. Be explicit about the skills required. For instance, rather than saying “good communication skills,” specify “ability to effectively communicate with clients through presentations, calls, and written correspondence.”
Avoid industry jargon and buzzwords that can be ambiguous or exclusive, ensuring the description is accessible and understandable to a wide range of candidates.
6. Eliminate unnecessary requirements
Avoid including traditional qualifications like specific degrees or years of experience unless they're truly critical. For example, when hiring for a digital marketing role, focus on skills like SEO expertise or proficiency with digital analytics tools rather than a marketing degree.
This approach ensures that the description remains focused on the actual skills and abilities needed for the job, allowing a wider range of qualified candidates to apply and preventing the exclusion of talented individuals who were skills through alternative routes (STARs).
But don’t go overboard with a laundry list of skills. Keep your requirements concise and ensure they fall within the role’s scope. This way, candidates won’t be deterred by an excessive number of requirements that may not be relevant to the job they’re applying for.
7. Communicate your organizational culture
Incorporating your company culture into the job description is vital. Describe how the role contributes to your organization’s values and broader mission. For instance, if teamwork and innovation are core values, highlight how the role will involve collaborative projects and creative problem-solving.
This attracts candidates who share your company's values and possess the soft skills to thrive in your team culture.
8. Outline compensation and benefits
Outlining compensation and benefits with clarity in your job description is crucial. Don’t be vague. Specify a salary range – for example, “$50,000 - $70,000, based on experience.” Include other benefits, too, like health insurance, remote work options, or professional development opportunities.
This transparency draws in candidates aligned with your offerings.
9. Use skills-based job description examples and templates
Not sure how to start on your job description? Use skills-based job description examples and templates for inspiration.
