Is recruitment on your to-do list this year?

Attracting the right talent to your business is crucial for growth and success. The first step in this process is to craft a compelling job description. In essence, a job description is your company’s opportunity to make a first impression to potential candidates.

At Reach, we understand the importance of getting it right, and we’re here to help you do just that. We asked our recruitment experts to share the key steps you need to take when writing or updating job descriptions – here are seven expert tips to help you write effective job descriptions for your 2024 recruitment needs.

Before you start

We would always recommend you conduct a job analysis before writing or updating a job description.

By reviewing the tasks required to perform the job you will have a better understanding of the key skills and abilities that the ideal candidate needs to possess.

1| Choose a relevant job title

Okay, so you’re probably thinking “I already have the job title!”, but stop for a second and review it.

Does your title instantly convey what the job entails, or could it be improved? Remember that search engines and job boards will typically return results based on keywords in the job title, so ensure every word is relevant. You’ll also want to make sure the title includes no gendered language. Finally, try and reference the level of experience required, using terms like ‘junior’, ‘senior’ and ‘executive’ to set expectations from the outset. Just because you’ve been using a job title for years doesn’t mean it can’t be reviewed, changed, or improved.

2| Frontload the key details

Jobseekers will browse through hundreds of job descriptions online, so make sure you grab their attention by prioritising all the pertinent details.

First up, make sure you state where the job is actually based. No-one wants to read through an entire description only to find out you’re located on the moon and don’t offer remote working.

The opening should also paint a clear picture of the role on offer (outlining the key duties and responsibilities that come with it) as well as highlight who the employer is (and how great they are). Try and summarise these details in the top two or three paragraphs wherever possible.

3 | Include necessary skills and qualifications

The next step is to spell out the skills, experiences and qualifications that candidates require. If it helps you can separate these out into ‘essential’ and ‘desirable’, just don’t over complicate it. Similarly, don’t draw up a huge shopping list of advanced skills that no single person will be able to satisfy. If a single requirement makes a candidate feel underqualified then they’ll move on to the next opportunity.

It may help to use bullet points or create a simple table to display this information.

4| Showcase your company culture

A job description isn’t just about the role; it’s also an opportunity to showcase your employer brand. Highlight what makes your company unique and why potential employees would want to work there.

You should always emphasise your business’s core values, specifically your commitments around workplace diversity and inclusion, and how you invite applications from all suitable candidates.

Use inclusive language throughout your job description and avoid any kind of bias. For reference, the following statement is included in all Reach job descriptions: “We believe diversity brings benefits for our customers, our business and our people. This is why we are committed to being an inclusive employer and encourage applications from all suitable applicants irrespective of background, circumstances, age, disability, gender identity, ethnicity, religion or belief and sexual orientation.”

5 | Share salary and package details

A familiar annoyance for jobseekers are vacancies that don’t mention remuneration.

If you can’t commit to stating the salary then at least including a ‘starting from’ figure, or a banding showing what candidates could expect to receive. Besides pay, jobseekers will be looking at the whole package, and this means the perks and benefits you offer. At the top of their list they’ll want to know about holiday allowance, flexible working, pension scheme details, sports and social activities, healthcare provision and more. This area is where you can really promote the benefits of working for you and not a competitor!

6 | Add additional information

Whatever the role, there will always be a number of extra details that you need to share to fully flesh out the role.

This could include working conditions, the physical demands of the role, information about equipment used, travel requirements etc. If it’s a corporate role it also helps if you can highlight the hierarchy by showing where in the reporting line the role sits and how it relates to other roles within the business. With any job description you want to try and anticipate any questions candidates have and address them as best as possible, so it may be useful to put yourself in their shoes and look for any gaps or grey areas.

7 | Detail growth opportunities

Top talent often looks for roles where they can grow professionally. Be sure to mention any opportunities for career progression within your company.

Top tip! Lastly, ensure that your job description is free from errors. A well-written, error-free job description reflects positively on your company and its professionalism.

Do you have vacancies to fill?

Our team of recruitment experts can help create your next recruitment campaign, whether you’re ready to fill a vacancy now or are looking to drum up interest in working for your company – we can help.

We have options to suit every business and budget. To speak to a member of our recruitment team about your requirements, simply complete the form below and we will be in touch.