It is really hard to effectively, recruit, set objectives and monitor success without having an up to date job description as a foundation document. Also when dealing with under-performing staff it is important that their job descriptions are correct, as you could be disciplining them for under-performing a task that they morphed into with no training or support.

Writing a job description is a fine balance of getting the important stuff in but leaving enough room for additional tasks to be absorbed without you being asked for a payrise. Remember, additional tasks shouldn’t generally require additional salary but additional responsibility could require additional remuneration.

A JD doesn’t need to be pages and pages, or a To Do list! Just ensure it covers the following:

Job Title

Check out the terminology that other businesses in your industry and try to align your job titles to them as that is how most candidates search for roles, for example in the banking industry fraud investigators are often called forensic accountants

Who the role reports to, and other key stakeholders

You should be able to highlight who the role reports to, givng an indication of seniority and any management responsibilities. Letting candidates know what relationships they are expected to develop is also important, especially if there are external businesses or authorities that need to be communicated with on a regular basis.

Key areas of responsibility and the deliverables expected

These should be closely aligned to the objectives that you would be setting for the successful candidate. There should be 3 - 5 high level responsibilities and/or deliverables, e.g:

1 - Responsibility for the Customers Services department, a team of c30, with 4 direct reports and an annual budget of £750,000

2 - Provide an excellent customer services experience for all customers, via phone, email, live or chat

3 - Continuous improvement of the service

Any required education and training

These are the ESSENTIAL qualifications or experience needed to be successful in the role

Soft skills and behaviours necessary to excel

E.g. Attention to detail, organisation and time management, flexibility, negotiation, influencing, emotional resilience, etc.

Location and any travel requirements

Where your offices are located and if any travel is required and how frequently

And Remember NOT to include:

Internal terminology, jargon or acronyms

Give the full name for departments, technologies and protocols

Anything that could be considered discriminatory

E.g. Youthful, young, active, etc

Writing a Wish List

You do not want to scare off potential candidates by including desirable skills and experience. Stick with what is needed to be successful in the role, otherwise you’ll be reducing your applicant pool.

I’ll be talking about creating your compelling job description live on our Facebook business page at 9 pm GMT on Thursday, to watch live or catch the replay like our page here and turn on the notifications.

If you need some support to get your ideal candidates on board Schedule a call to discuss how we can help you.

Next week we will be looking at how you shortlist your applications, to ensure you only interview the very best candidates.