How to create a job description
Hiring the right person not only adds to an organisation’s bottom line, but also enhances culture. While on the other hand, hiring the wrong person is time consuming but most of all, expensive.
Workskil Australia’s ‘right people’ series examines key tips on finding the best fit for your business. The first in our series focuses on how to create a job description.
What is a job description and why is it important?
A job description clearly states the main duties required to perform a role. It is important that a job description details exactly what is expected, as this will help candidates determine whether the vacancy is in line with their own skill set and is something they want to do. Further to this, a job description provides a great reference for you as the employer, to match your needs with potential candidates.
What should be included in a job description?
A well-rounded job description will clearly state who the person will report to, whether there are any supervisory duties, the main objective of the position, responsibilities, qualifications needed (if any), skills required and relevant experience expected.
In addition to the above, a job description may also include important details about the work environment (like location) and employment conditions. This may include whether the role is permanent, contract, full time, part time or casual.
How should a job description be structured?
While there is no formula, a job description should be in a logical order. A recommended structure is below:
- Job title
- Job type (permanent, casual or contract)
- Reports to
- Supervisory Duties
- Position Overview
- Role Responsibilities
- Qualifications, Skills and Experience
Need some help with recruitment?
We have a team of industry experts, who are focused on understanding your business and filling your vacancies with the right candidates. To find out more call us on 1300 967 575, register your job vacancy or visit our website.