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Whether to use job descriptions usually depends upon a number of factors, including employer preferences and resources. Employers should look at relevant rules and regulations, the size and type of organization and industry, hiring practices, and current employees.
Of course, the job description should specify education, previous job experience, certifications and technical skills required for the role. You may also include soft skills, like communication and problem solving, as well as personality traits that you envision for a successful hire. While you may be tempted to list out every requirement you envision for your ideal hire, including too many qualifications and skills could dissuade potential candidates.
Outline the core responsibilities of the position. Make sure your list of responsibilities is detailed but concise. Also emphasize the duties that may be unique to your organization. For example, if you are hiring for an “Event Management” role and the position requires social media expertise to promote events, include this detail to ensure candidates understand the requirements and can determine if they’re qualified.
There are several steps to completing a job description. These steps include completing a job analysis, recording the basic purpose and functions of the job, and detailing necessary qualifications.
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