Make your job titles specific. Targeted job titles are more effective than generic ones, so be precise by including key phrases that accurately describe the role. Avoid internal lingo that may confuse the job seeker. Stick to standard experience levels like “Senior” rather than “VI” or other terms people are less likely to look for. Keep the job title concise.
Write a description of your company or organization. This overview will be included with all job descriptions, to give a sense of your workplace. Thus, it can be written ahead of time so that it can be inserted into the template when you prepare it.
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.
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.
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