8 Tips for Writing Transparent Job Descriptions

In today’s competitive job market, attracting top talent is essential. A well-written job description is fundamental for attracting qualified candidates and ensuring that only the most qualified candidates apply.

Writing a clear and concise description can be difficult, however. Below, we’ve summarized eight tips for writing transparent job descriptions that effectively communicate the position and its requirements to help you in your recruiting efforts. Whether you’re a company looking for a finance executive or a recruiter looking for fresh talent, these tips will help you find the best candidates and increase your chances of making the right hire.

1. Craft an Accurate Job Title

People sometimes search for jobs by title, so putting the position you need out there with a concise title that includes experience level is critical, and it should reflect the job accurately. Instead of using a creative job title, use simple titles that are understood worldwide, and save the creativity for other parts of the description. Also, briefly describe the position, including its responsibilities. Furthermore, working with finance executive recruiters can help in sourcing the right talent and ensuring the job title and description accurately reflect the role and expectations of the position.

2. Be Honest About the Responsibilities

Candidates expect to learn their duties from the job description. The role and responsibilities catch candidates’ eye when going through an illustration, so organizations should be transparent about the responsibilities, which can help avoid any confusion or disappointment during the hiring process. They can be listed with bullets, and begin each with a verb in the present tense. Also, be clear on the time frame and how often a task will be performed, which will give candidates an idea of what a typical day in this position will look like.

3. Differentiate Between Desired and Necessary Skills

Inform candidates that the requirements section is only a list of desirable skills that will add value, not skills the chosen candidate is expected to possess. Sharing this will encourage more candidates from different backgrounds to apply, show candidates you have a culture that supports learning, and demonstrate that the role has a lot of room for improvement.

4. Use of Inclusive Language

Connecting is the key to getting a prospect to consider working for your company. The first step to getting as many applications as possible is to ensure your job description is written in a way that is open to everyone and emphasizes both access to opportunities and a good working environment and culture.

5. Give Insights About Your Organization

Some candidates may already know a lot about your company, but assuming they don’t, it is crucial to let them know the basics. The company’s goals and ambitions and other useful information that will be helpful to them can also be included. Furthermore, this can give the organization an edge over any competition, especially when a similar job position is offered.

6. Include Salary and Benefits Package

Being transparent and upfront about the wages and benefits offered for a career opportunity is important, as including a salary and benefits package in the job description can help recruit qualified candidates who are a good fit for the company. Even if a specific salary amount has yet to be determined, providing a salary range can help applicants anticipate what to expect and narrow the pool of applicants to those who are a good fit. Additionally, include information on added benefits such as paid vacation days, medical insurance, pension plans, housing allowances, and travel reimbursement. This can help you attract top talent that values a comprehensive benefits package and a healthy work/life balance.

7. Review Your Job Description

Before posting your job description, read it and correct any spelling, grammar, or punctuation errors. Look for ways to streamline your language, and consider how to best explain the position to prospective candidates. You can also have the position’s direct supervisor review it to ensure accuracy.

8. Add Contact Information

Make sure you include up-to-date contact information so potential candidates can get in touch with you if they have questions or want to apply. An e-mail address is usually sufficient, but you might also want to include a phone number.

Establishing a clear and transparent job description is key to attracting and hiring the best candidates for your company. You can ensure you are attracting suitable candidates with the skills and qualifications required by being detailed and outlining the responsibilities and credentials required for the role.

Keep in mind, however, that the job description is only half the battle. Being responsive throughout the hiring process and actively engaging with candidates are also important for retaining and recruiting the best talent for your company. Approach the hiring process holistically and with a clear understanding of the role’s requirements, qualifications, and objectives to ensure the success of your business and candidates.

Jenny Battershell is the Director of Marketing at Goodwin Recruiting, a full-service recruiting firm known for its team of finance executive recruiters. Battershell spent 9 years as Goodwin’s director of sales and 4 more as the marketing and client relations manager before moving into her current role.

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