Typically, organizations use their human resources or personnel department to create job description templates. In some cases however, a departmental group, a manager, or another individual (usually the direct supervisor of a position) might be responsible for creating one. In any case, make sure the creator of the template is familiar with the company’s or organization’s needs.
Developing job descriptions is an issue that many employers deliberate. Initially, some employers may be daunted by what they perceive to be a lengthy and complicated process. Yet, with constructive tools such as job analysis, sample job descriptions, and on-line resources like Career Onestop from the U.S. Department of Labor, informed employers are able to obtain valuable information about their organizations. This publication addresses relevant background information, which includes the role of the Americans with Disabilities Act of 1990 (ADA) in developing job descriptions, how to formulate job descriptions, special features of Career Onestop that assist with the development process, and relationship to the accommodation process.
Open with a strong, attention-grabbing summary. Your summary should provide an overview of your company and expectations for the position. Hook your reader with details about what makes your company unique. Your job description is an introduction to your company and your employer brand. Include details about your company culture to sum up why a candidate would love to work for you. Include an exact job location. Provide an exact job location to optimize your job posting so it appears higher in job search results.
The specific job title is important because it differentiates one position from another. You will want to leave a space at the beginning of your job description template for the position title.
job description form template
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job description docs