Learning how to write a job description can be the difference between sifting through a stack of unsuitable candidates and hiring your next game changing employee.
To help you take the next step towards attracting the very best candidates, we’ve written up a complete guide on how to write an attractive, effective job description.
Keep reading to discover the best job description structure and top tips on showcasing your value as an employer.
How important is a good job description?
If you’re looking to recruit someone new, especially in those higher level roles, it’s essential to remember just how important a good job description can be.
It can be far more valuable than just attracting the right people to the role, it can actually have an impact into the future too.
We’ve listed out the key benefits of learning how to write a job description effectively.
Attracting the right candidates: A well-written job description helps to attract the right candidates who possess the required skills, experience, and qualifications for the position. It should clearly outline the responsibilities, requirements, and expectations of the job, so that candidates can make informed decisions about whether they are a good fit for the role.
Setting expectations: A good job description helps to set expectations for the role. It outlines the key responsibilities and requirements, as well as the expected outcomes and deliverables. This helps to ensure that everyone involved, including the hiring manager, the candidate, and other stakeholders, has a clear understanding of what is expected from the position.
Screening candidates: A good job description can be used as a screening tool to help narrow down the pool of candidates and reduce the amount of time you spend on shortlisting for interview. By including specific qualifications and requirements, the hiring manager can quickly weed out candidates who do not meet the minimum requirements for the position.
Performance evaluation: A good job description can be used as a basis for evaluating employee performance. It outlines the key responsibilities and requirements of the job, so that the employee and their supervisor can track progress and identify areas for improvement.
Overall, a good job description is essential for attracting the right candidates, setting expectations, screening candidates, legal compliance, and evaluating employee performance. It is an important tool that should be carefully crafted to ensure that it accurately reflects the needs of the organisation and the requirements of the job.
How to write a job description
As we’ve highlighted above, a good job description is extremely important when it comes to finding the right candidate and assessing them throughout the hiring process.
As such, knowing how to write a job description is key.
We’ve highlighted a few key points you should be aware of when it comes to writing a job posting, and also added a few tips you can add to your job advert to ensure you’re demonstrating your value as an employer to attract the best possible candidates.
Start with a job title: Begin by clearly stating the title of the position you are advertising. This will help job seekers to quickly understand if the job aligns with their interests and experience.
Provide a brief summary: Give a brief summary of the position, including its primary purpose, duties, and responsibilities. This will help candidates understand what they can expect to do in the job and help them match their experience and skills to your role.
List the key responsibilities: Identify the key duties and responsibilities associated with the job. Be specific and provide as much detail as possible to help job seekers understand what the position entails. Be concise and thorough when describing the responsibilities, as this will help to sift inappropriate candidates way in advance.
Define the required qualifications: Identify the qualifications, skills, and experience required for the position. This may include education, certifications, experience, and technical skills. When it comes to qualifications, you might be happy to accept experience in lieu of a qualification, especially at senior positions. Consider this carefully before adding it to your description.
Other helpful job advert tips
A clear, concise job description is extremely valuable when it comes to attracting the most qualified person to a role in your organisation. However, there’s also something to be said for demonstrating your value as an employer too.
If you want the best people in your organisation, you need to showcase what you can offer them on top of just a salary.
So, when you’re adding your job description to your advert, don’t forget to add the following detail too:
Provide information about the company culture: Include information about the company culture, values, and work environment. This will help job seekers to understand if they would be a good fit for the company.
Describe the compensation and benefits: Provide information about the compensation and benefits associated with the position. This will help job seekers understand the financial and other benefits of working for the company.
Include application instructions: Provide instructions on how to apply for the job, including the application deadline, contact information, and any additional requirements.
On top of that, be mindful of any biases that may unintentionally exclude qualified candidates, and strive to use inclusive language that welcomes a diverse pool of applicants.
3 Job posting examples
Chief Financial Officer (CFO) Job Description Example
Job Title: Chief Financial Officer (CFO)
Reports To: CEO
Job Summary: The CFO will be responsible for leading the financial strategy and operations of the company. This includes overseeing financial planning and analysis, accounting and reporting, treasury, tax, and risk management. The CFO will work closely with the CEO and other executives to drive profitable growth, manage risks, and maximise shareholder value.
Key Responsibilities:
Develop and implement financial strategies to achieve the company's growth and profitability objectives
Provide leadership and oversight of financial planning and analysis, accounting and reporting, treasury, tax, and risk management
Manage relationships with external stakeholders, including investors, banks, auditors, and regulatory agencies
Collaborate with other executives to drive cross-functional initiatives, including mergers and acquisitions, product development, and sales and marketing
Build and develop a high-performing finance team, with a focus on talent development and succession planning
Qualifications:
Bachelor's degree in accounting, finance, or a related field
CPA and/or MBA preferred
10+ years of progressive experience in finance, with at least 5 years in a leadership role
Strong analytical and strategic thinking skills
Excellent communication and interpersonal skills
Experience in a public company environment preferred
Chief Marketing Officer (CMO) Job Description Example:
Job Title: Chief Marketing Officer (CMO)
Reports To: CEO
Job Summary: The CMO will be responsible for developing and executing the company's marketing strategy to drive growth, increase brand awareness, and enhance customer engagement. This includes overseeing product marketing, digital marketing, branding, and customer insights. The CMO will work closely with the CEO and other executives to align marketing objectives with overall business goals.
Key Responsibilities:
Develop and execute the company's marketing strategy, including product marketing, digital marketing, branding, and customer insights
Drive customer acquisition, retention, and loyalty through targeted marketing campaigns and initiatives
Collaborate with other executives to develop and launch new products and services that meet customer needs
Manage relationships with external stakeholders, including agencies, vendors, and partners
Build and develop a high-performing marketing team, with a focus on talent development and succession planning
Qualifications:
Bachelor's degree in marketing, business, or a related field
MBA or other advanced degree preferred
10+ years of progressive experience in marketing, with at least 5 years in a leadership role
Strong strategic thinking and problem-solving skills
Excellent communication and interpersonal skills
Experience in a fast-paced, dynamic environment preferred
Chief Technology Officer (CTO) Example Job Description
Job Title: Chief Technology Officer (CTO)
Reports To: CEO
Job Summary: The CTO will be responsible for leading the company's technology strategy and innovation efforts. This includes overseeing product development, software engineering, IT infrastructure, and security. The CTO will work closely with the CEO and other executives to drive innovation and growth, while ensuring technology solutions are aligned with business objectives.
Key Responsibilities:
Develop and execute the company's technology strategy, including product development, software engineering, IT infrastructure, and security
Drive innovation and growth through the development of new technology solutions that meet customer needs
Manage relationships with external stakeholders, including technology vendors, partners, and customers
Build and develop a high-performing technology team, with a focus on talent development and succession planning
Ensure the company's technology solutions are aligned with business objectives and meet high standards of quality and security
Qualifications:
Bachelor's degree in computer science, engineering, or a related field
MBA or other advanced degree preferred
10+ years of progressive experience in technology, with 5 years in a leadership role
Strong interpersonal skills and experience working with a range of teams and people
Advances problem solving skills
Experience in a fast-paced environment, preferably in a technology specific organisation
These job description examples give you a good idea of structure and what’s needed to set out expectations and requirements for an executive hire.
On top of this, you need to ensure your business looks attractive to candidates too. This is when you add in the personality we mentioned in the previous section when you add the job description to an advert.
Of course, you could write an excellent job description for an executive vacancy, and still struggle to recruit. The issue is, at this level, high calibre candidates are hard to come by, and taking a passive approach of advertising a position isn’t always the most productive.
And, at this level, hiring the wrong person for the job can be extremely costly.
So, if you’re struggling to find a well-qualified person who’s a strong cultural fit, consider using SPS International to find your next hire. Our team of expert search consultants are experienced in successfully placing talented individuals into executive positions in a range of industries.
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