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Getting Started With Your Job Description
Ready to hire? Let’s start by creating your job description. This is the first step in advertising your role to candidates. Later, the content will be transformed into a job posting for marketing the job to potential applicants. More on that evolution from a job description to a posting and ad here. But first, you need to create the description.
Yes, you need both. A job description is going to help you understand the skills of the person you want to hire and decide if they are qualified. Think of it as the baseline. You will compare each candidate to this list to ask yourself, “Do they meet these qualifications?” It is also an important element for evaluating equitable compensation.
A job description checklist can be helpful in making sure you don’t miss any important information when updating files or creating a new job description.
What should a Job Description Checklist include?
If you aren’t sure what to include in your JD, here are a few must-have items:
- Job Title and Level. What is the job title that aligns with the appropriate compensation band and responsibilities?
- Duties and Responsibilities. What are the projects that will take up the most time for this person? What tools or technologies will they use to accomplish common tasks?
- Qualifications. What are the 100%, non-negotiable deal-breaker experiences this person has had in a previous role or in an education setting that would prepare them to do the work each day? Get specific.
- Working Conditions. Is the job remote, hybrid, or in-office? Identify the working conditions and physical demands of the essential job duties and responsibilities.
- Compensation. What compensation and benefits will you offer?
3 Examples of a Job Description Checklist
Here are 3 example job description checklists you might use for inspiration:
First, here’s a free job description checklist template you can copy/paste. This one has details in each section to help you get started with your JDs:
Job Title + Department
What is the title that aligns with the level and compensation band? Who will they report to? When selecting a title for the first time you hire this role, be sure to research your job title by searching the suggested job title on job boards to see if similar roles appear. If not, look at job title alternatives.
Working Conditions
Make sure to list the location – in office, remote, or hybrid. To be compliant with the Americans With Disabilities Act, also describe the type (task itself), intensity (how much), frequency (how often), and duration (how long) of physical or mental capabilities required.
Salary & Benefits
Candidates spend more time looking at salary information than any other part of your job description, so include it if you can. When using a range, be sure to explain what experiences would qualify a candidate for the high-end of the pay range. For example, industry-specific experience would likely qualify someone for higher compensation.
Duties and Responsibilities
Set expectations about everyday activities. This person wakes up in the morning and goes to work. Now what? Describe their to-do list in a high level of detail including the tools used and people they interact with.
Qualifications
Check the Duties and Responsibilities section and work backwards. What experience or qualifications would someone need to do those tasks? Make sure each is a clear yes or no you can determine by looking at a resume. For example, it’s easy to look at a resume and assess if someone has 2 years of experience. It is not easy to assess if they are a collaborative team player. Use the more clear option – 2 years experience.
About Us
Describe what your company does. Often organizations repurpose marketing or public relations content for this section. Don’t overthink it.
Equal Employment Opportunity (EEO) Statement
Your Equal Employment Opportunity (EEO) statement is a written declaration that your company is committed to providing equal opportunities to all applicants and employees. Need some help? Here are 25 Examples of Awesome Diversity Statements.
Here’s an example of a job description checklist from Checkify:
Here’s a dynamic job description template from GQueues. This takes a project management approach to tackling your job description by itemizing every detail. If you work best with project management style workflows, you should definitely check this out.
Why I wrote this?
Ongig’s mission is to create inclusive JDs that help you hire the right person. Using a job description checklist is a great starting point. Please request a demo if you’d like to learn more about how Ongig automates your JD writing process.
This is a guest post by Kat Kibben. Kat is a recruiting expert and blogger covering candidate experience. You can read Kat’s latest on recruiting trends and topics here.
