Get Your Job Descriptions to Give You the Desired Results

If you want your job listings to get you good returns on your investment, think like a job seeker. As an applicant, what would you want to see in a job listing? Reacting correctly to this question will help you get good results.

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Job titles: Look into your site and see whether it has the common job titles that are used in your industry and if you want them to stand out, tweak them a bit.

Duties and work responsibilities: While specifying them, the department or the team with which the new employee has to work should be consulted. More than the salary, this part of the listing gives the applicants a clear picture of what is expected of them and what the job is.




Job titles differ from company to company. If the job details are clearly given, the applicants can understand the nature of the work they are expected to do and decide whether it is the right one for them.

If the employee has to work for various people or has to handle odd jobs, it has to be clearly mentioned in the job
description. It has to be made clear to whom the new employee should report. This information will help the candidate understand the hierarchy of the organization.

Term of employment: Make it clear whether the job is part time or full time. Also, mention the number of hours the employee is expected to put in per week. If it is a contract job, say so.

Job location: Mention the location of the job in your listing as this information is one of the important parts of the job description. Job seekers use a location- based keyword search. Leaving out this piece of information puts you at a great disadvantage.

Salary information: By mentioning the salary you are going to offer or the salary range, you will attract candidates.

Benefits: Spell out clearly the benefits (including fringe benefits) that are being offered. This information reflects the company’s culture and becomes a factor to help the candidate decide whether it is the right fit for him.

Computer skills: Since most jobs need some level of computer knowledge, it necessary to say what exactly the candidate should know. Just saying ‘must be efficient with computers’ or ‘know MS Office’ is not enough. Say what kind of programs the employee is expected to use and for what purpose. For instance, say that the candidate should know MS Access to keep track of inventory checkouts.

You can attract more candidates if you provide more information in a clear and easy-to-read format.



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