Writing an enticing job description is vital in attracting the right kind of candidates for your company. A job description is an advert both for your company and the role, so you’re going to want to make it look as exciting and attractive as possible.
There are a few ways of writing a job description, but in our experience following these guidelines will make the best job adverts. The best job descriptions will outline the basics such as job title, location, type of role, and sector. This helps candidates to identify your role easily and immediately see whether it’s a viable option for them. Then based off this preliminary information a candidate can choose to find out more about the role and see the rest of the post.
Once you’ve filled out the basic information, you can then start writing the main job description. This should always begin with a brief outline of the company- summarise your main objective or mission into a couple of sentences. Talk about things that will be relevant to the candidate, and not prospective clients or investors. Recent investment rounds or annual turnover are unlikely to resonate with a prospective employee (particularly a fresh graduate) as it’s really not that relevant to them. Instead, you should mention things like team size, company growth, and career development opportunities. You should also outline in a sentence or two the kind of person you’re looking for, before going into to too much detail.
After you’ve completed the company description, you should then move into the job description. What’s most important is that you don’t write a large chunk of text- break it down into easily digestible and clear sections. We recommend 4 distinct sections that ensure you’ve covered all aspects of the role:
Break down each section further by having a bullet pointed list. Again, this is much more manageable than a large chunk of text.
When describing responsibilities you should be explaining what the role will entail on a day to day basis. You don’t need to include every single thing the role will encompass, but the main objectives should be clearly outlined. What is the purpose of the role? Which people or teams will the applicant have to liaise with? What are you expecting the successful candidate to achieve? We recommend a maximum of 6-8 bullet points.
The requirements are a bit easier to describe. What key skills and competencies are necessary for the role? What level of education do you expect? Do you need a certain number of years of experience? This is also where you should mention any skills that may be beneficial but aren’t essential. Describe your ideal candidate.
In the perks section, list any benefits there are of working at your company. Describe the working and social environment. For instance at TalentPool, we have regular team socials and breakfast once a week! This could be a huge attraction and make a real difference, especially with today’s generation of graduates looking beyond the pay check. This is also the time to mention career and development opportunities and bonuses such as pension schemes or flexible holiday dates.
Finally, remuneration. Very simple – simply state what the expected salary will be! We recommend outlining a range, and then explaining that the salary is TBC, based on experience.