The purpose of a job description is to persuade, as well as to qualify and disqualify candidates before you spend time interviewing them. If you’re looking for someone with a degree in economics, then putting that on the job requirements list will disqualify the candidates without the necessary qualification. On the other hand, the right copy and tone can help you stand out to incredibly desirable candidates.
A job specification could be considered a more precise job description that details the exact educational degrees, experience, skills, and requirements for a role. In most cases, these terms are used interchangeably and nearly always describe the same document.
You may find it useful to leave a section on your template to be used for detailing the supervision of a particular position, and/or the extent to which it is supervised. This can help an individual understand who he or she would report to while performing a particular position, and the role of the position within the hierarchy of a company or organization.
Many job seekers consider job descriptions a valuable screening tool. Conveying job expectations and requirements in a written job description can attract qualified and interested candidates. Inappropriate language used in job descriptions reveals discriminatory or inappropriate phrases and offers a quick indicator that an individual may want to apply elsewhere. For example, an employer should avoid citing standards that may unnecessarily screen out particular groups such as individuals with disabilities. In contrast, a description written in a respectful tone with appropriate etiquette may encourage an individual to apply.
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