How to Write Effective Job Descriptions
Posted April 30th, 2010
Employees are the lifeblood of your business. When it comes to hiring people to work at your company, it’s best to start the task off correctly, with an effective job description.
Many management experts suggest beginning “with the end in mind.” And that’s a good idea. So as you get ready to craft a job description, ask yourself the following questions:
If you could find the perfect person, what would you want that person to truly accomplish in the position? If you need a web developer, for example, how many websites do you hope the person to build in a month/year? If you’re looking for a merchandiser, how many displays do you expect that person to build and set up each week?
From the accomplishments you wish the position to make, you can then work “backwards” in your job description.
A short aside: don’t forget, a job description is pretty much regarded as a legal document, so be very careful; any reference to race, religion, color, sex, age, national origin or nationality, mental or physical disability is illegal. To help you avoid age discrimination, don’t include an upper limit in the number of years’ experience you wish applicants to have; a minimum number of years’ experience is fine to add.
Below are some more specific tips:
- When specifying the tasks the person will be performing, be sure they are what the employee will actually do; don’t let these become confused with what the person’s qualifications should be. Qualifications are the skills, credentials and experience a person has.
- Don’t just list the tasks of the position. Be sure to include the position’s priorities and be sure to identify them as such.
- If you specify certain degrees, credentials or licenses, be sure that they are absolutely necessary to the position. These qualifications should have a direct bearing on a person’s ability to be able to perform the position’s duties and tasks.
- Avoid placing several tasks into one job description. Doing so may see you creating a position that very few people could actually perform.
- Be specific in your language. For example, instead of “good communication skills,” use “Needs to be able to communicate comfortably with executives and other high-level customers.”
If you’re a Bay Area company looking for technical, scientific, construction, green and manufacturing employees to fill your job descriptions, give Bayside Solutions a call. We have the expertise — and the skilled and technical performers — to help you fulfill your need for quality employees.
