One of the most undervalued recruiting and leadership tools is something human resources uses every day:  job descriptions.

In addition to attracting candidates, the right job description can lay a foundation for pay and promotion discussions, performance feedback, and skills assessments.

Are your job descriptions a list of tasks?  To create more value for both you and your candidates, you have an opportunity to engage candidates with job descriptions that have meaning, depth and detail.

The strongest job descriptions start with one word on a blank sheet of paper:  WHAT.

Everything you write now should relate to the what – what does this job do and what does it require?

The next question to answer is WHY.

Why is a task important? For example, for an assembly job, the description might read: “Accurately assemble component parts based on a print so that quality is maintained, customers receive a quality product, and the product functions as expected.”

Now you have the what (assemble), the why (maintain quality) and the who (customers), you have an accurate list of tasks and expectations that becomes a consistent tool for appraisals and feedback discussions.

Four More Must-Haves

In addition to the what and why, here are other key items to include in a job description that grabs attention:

1. Use a standard format. Start with a summary of the job at the top, with essential functions followed by work and educational experience. Finally, include any physical demands of the job. The goal: If you line up the summaries for all jobs, you should represent how all of the jobs relate to each other, giving a full picture of your operations.
2. Group key information together. Make it easy for candidates to scan the job title, pay grade or range, reporting relationship (by position, not individual), shifts and hours.
3. Add an employer value proposition. Now that you have someone interested in the job, help them understand why they should work for your company. More compelling than “apply now” is an explanation of what you offer to make the employee experience a good one, including benefits and programs, as well as your company’s vision, values and culture.
4. Consider the tone. The job description should read like it was written by someone who has done the job, not artificial intelligence or the company’s lawyer. Imagine you are a peer of the candidate, using the language a candidate might use…and you’re more likely to get someone to apply.

If you’re exploring tools like job descriptions to enhance your hiring experience and employee development strategy, CLA can help with that.  Let’s talk.

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Jennifer Clement is an executive sales and marketing leader specializing in value creation for the C-suite. In her current role at CLA, Jennifer collaborates on strategy with executives of global manufacturing and distribution companies to accelerate results. Previously Jennifer served as a Global Business Acceleration Leader for Complete Manufacturing and Distribution (CMD).