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.
When detailing qualifications on job descriptions, employers typically require certain knowledge, skills, aptitude, training, and previous experience. Employers should remember that these qualifications might be gained in a number of ways. For example, knowledge may be gained through education, training, or experience. In addition, other requirements, such as the possession of a driver’s license could be considered discriminatory. For example, it may be necessary to specify that an individual must be "available to attend evening meetings throughout the community" and "possess a driver’s license” but an employer should distinguish between need and convenience and consider any discriminatory effects. An employee with a disability may be able to attend a meeting via teleconference or access public transportation to attend the meeting on site.
Here’s a sample of job descriptions, ranked from good to bad. Looking through them alongside their scores makes it obvious why some are better than others, and is a good exercise to teach yourself to get better at writing them.
Writing job descriptions is deceptively difficult. It’s a vital part of scaling your business while maintaining consistency because it ensures you’ll end up with employees who are a better fit for your organization. My recommendation would be to structure the process. You can use our job description sample to assign the task to the HR department, or you can use the template to help you write your own.