How To Write A Job Description For A New Position?

Hiring the right talent starts with a well-crafted job description. But when creating a new role, the task can feel daunting. So, How to write a job description for a new position?

A job description is more than just listing duties and qualifications; it’s about communicating your company’s needs and attracting candidates who will thrive. A strong job description defines the role’s purpose, outlines expectations, and showcases your company culture to draw in the best talent.

Whether an HR professional, hiring manager, or business owner, understanding the steps to write an effective job description can make all the difference in your recruitment success.

Steps To Write A Job Description

Writing a job description involves more than just listing tasks and responsibilities; it’s about creating a clear and engaging outline that defines the role, sets expectations, and attracts the right candidates.

1. Choose A Clear Job Title

The job title is the first element that candidates see, so clarity and accuracy are essential:

• Concise and Descriptive: Keep it straightforward and avoid confusing or overly creative titles. Use industry-standard terminology to ensure clarity. Job titles that sound creative but are unclear, like “Sales Ninja” or “Growth Guru,” can be confusing and may attract the wrong candidates.
• Relevant to the Role: Ensure the title aligns with the responsibilities and level of seniority required. Avoid titles that overstate or understate the position, as this can mislead applicants and affect your hiring outcomes.

Example: Instead of using “Digital Growth Expert,” consider “Marketing Specialist” or “Digital Marketing Specialist” to give candidates a better understanding of the primary role.

2. Write A Compelling Job Summary

The job summary provides a high-level overview of the position and helps candidates understand the role’s primary focus and its impact on the company:

• Purpose of the Role: Describe why this position exists and how it contributes to the organization’s goals and objectives.
• Highlight Primary Responsibilities: Briefly outline what the candidate will primarily handle in this role. This section should give a concise snapshot of the position and make it enticing enough for candidates to read further.

Example:
“As a Marketing Specialist, you’ll be instrumental in building our brand’s online presence and driving customer engagement through strategic campaigns and creative content. This role requires both analytical and creative skills to execute effective marketing strategies.”

3. Outline Key Responsibilities And Duties

This section defines the main tasks and responsibilities the candidate will be expected to perform. A detailed breakdown of responsibilities helps potential candidates understand the day-to-day tasks and prioritize their skills accordingly:

• List Core Duties: Focus on major tasks the candidate will perform daily, weekly, or monthly.
• Use Action-Oriented Language: Begin each duty with an action verb, such as “Develop,” “Coordinate,” or “Execute.” Action verbs make responsibilities clear and emphasize the impact of each task.
• Order by Importance: Place the most crucial responsibilities at the top to ensure candidates can quickly grasp the role’s primary focus.

Example Responsibilities:

• Develop and execute digital marketing campaigns aimed at enhancing brand awareness.
• Coordinate with product and content teams to plan and support campaign development.
• Analyze and report on campaign performance metrics, identifying areas for improvement.

Including between 5-8 primary responsibilities can provide clarity without overwhelming candidates.

4. Specify Required Qualifications

Clearly listing qualifications ensures that applicants understand the necessary skills and experience to perform the role effectively. This section helps filter candidates who don’t meet basic requirements, saving time for both applicants and hiring managers:

• Education: Include any required degrees or certifications (e.g., Bachelor’s degree in Marketing, Business Administration).
• Experience: Specify the level of expertise necessary for the role, such as “2+ years in digital marketing or content management.”
• Skills: List hard skills (technical skills) and soft skills (interpersonal or communication) relevant to the role. Be specific to help candidates determine if they’re well-suited.

Example:
Bachelor’s degree in Marketing, Communications, or related field; minimum 2 years of experience in digital marketing or content creation; strong analytical and communication skills.

5. List Preferred Qualifications

Preferred qualifications aren’t mandatory but are valuable for differentiating candidates. Including “preferred” qualifications can help attract candidates with additional skills that are advantageous to the role:

• Additional Skills: Mention desirable but not essential skills that would help in performing the role effectively.
• Certifications or Specialized Knowledge: Some roles may benefit from additional certifications (e.g., Google Analytics, Adobe Creative Suite). Specify these qualifications under a “preferred” section to differentiate them from mandatory requirements.

Example:
Experience with Adobe Creative Suite and Google Analytics; certification in Google Ads is a plus.

This section can also provide applicants with insights into skills they might want to pursue.

6. Add Physical Requirements (if applicable)

This section is critical for roles that involve specific physical demands. It supports transparency accessibility and ensures the job description meets regulatory compliance where applicable:

• Be Clear and Specific: If the role requires lifting, prolonged standing, or other physical tasks, describe these expectations clearly.
• Only Include When Necessary: Mention physical requirements only when essential to the role to avoid deterring qualified candidates who may not find them relevant.

Example:
Must be able to lift up to 25 pounds and stand for extended periods.

7. Detail Company Culture And Benefits

A job description is also an opportunity to promote your company’s culture and attract candidates who align with your values:

• Company Values: Share what makes the company unique, such as your mission or guiding principles. This can help attract candidates who resonate with your workplace culture.
• Benefits and Perks: Highlight benefits that enhance the job’s appeal, like health insurance, retirement savings, remote work options, and professional development opportunities.

Example:
Our team values creativity, collaboration, and inclusivity. We offer flexible work hours, comprehensive health insurance, and various professional growth opportunities.

A job description that provides insight into the company culture and benefits can boost application rates from candidates seeking these perks.

8. Provide Salary Range (Optional)

Including a salary range is optional, but many candidates appreciate salary transparency. Listing a range can help set clear expectations and attract candidates who align with your compensation budget:

• Transparency and Trust: A salary range demonstrates transparency and helps build trust with potential candidates.
• Improves Application Quality: By setting compensation expectations, candidates can self-select based on salary expectations, reducing unnecessary applications.

Example:
Salary range: $50,000 – $60,000 annually, based on experience and qualifications.

If your organization prefers not to disclose an exact range, a competitive salary statement (e.g., “competitive salary based on experience”) can be an alternative.

9. Add A Call To Action

A strong call to action (CTA) encourages candidates to apply and provides them with clear application instructions:

• Encourage Applications: Motivate candidates to take the next step by applying.
• Include Specific Instructions: Specify what candidates need to submit, such as a resume, cover letter, or portfolio, and where or how to submit it.

Example:
“To apply, please send your resume and cover letter to [email protected] with the subject line ‘Marketing Specialist Application.’ We look forward to learning more about you!”

A clear CTA guides applicants and helps streamline the application process.

Tips For Writing Effective Job Descriptions

1. Use Simple, Concise Language: Avoid technical jargon or overly complex language that may confuse candidates.
2. Bullet Points For Clarity: Organize duties, qualifications, and responsibilities with bullet points to improve readability.
3. Ensure Inclusivity: Avoid gendered language or biased phrases. Inclusive language can help attract a diverse pool of candidates.

FAQs

Conclusion

Writing a clear, compelling job description is essential in attracting top talent and setting new hires up for success. A well-crafted job description reflects the organization’s professionalism, aligns with its culture, and defines the expectations for the role. Following these steps will help you develop job descriptions that draw in the right applicants, improve the hiring process, and contribute to building a stronger, more aligned team.