How do you write a good job description?

Writing a job description is a fundamental pillar of the recruitment process. Far from being a simple administrative document and much more than a simple job description, it is an accurate reference framework, offering a clear vision of the missions, the skills sought and the expectations for a given position. This document, developed with care and rigor, plays a crucial role in defining the selection criteria and in the orientation of future collaborators. Let's discover together the essential steps and components to develop an exemplary job description, combining relevance and clarity for a successful integration within the company.

Job description, definition.

The purpose of the job description

The job description is an essential document in human resources management, offering a detailed view of the missions, responsibilities and skills required for a specific position within an organization. Its primary objective is to precisely define the contours and expectations associated with a given job. This written formalization not only makes it possible to clarify the missions to be accomplished, but also to set the evaluation criteria for candidates.

The importance of the job description in the recruitment process

At the heart of the recruitment process, the job description plays a crucial role in serving as a common reference between recruiters, managers and candidates. It offers a detailed view of the profile sought, thus facilitating the selection of the most relevant candidates based on the skills and experiences required. This clarity in the job description also allows candidates to better assess their suitability with company expectations, thus promoting an optimal match between the needs and skills of applicants.

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Identify the position to be filled

Job title

The job title, the first essential element of the sheet, is the first impression a potential candidate will have of the opportunity. It must accurately reflect the missions, the level of responsibility and the field of action of the future collaborator within the company. This title, clear and informative, contributes to attracting the right profiles and to delineating the contours of the proposed position.

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What not to do : Avoid titles that are too vague or generic that do not specify the real missions of the position, at the risk of receiving a whole bunch of unsuitable applications.

Hierarchical connection

Within the job description, the mention of the hierarchical connection offers a perspective on the position of the future employee in the organizational structure. This information makes it possible to locate the position in the company's hierarchical pyramid, offering a clear vision of functional relationships and decision-making circuits.

The short description of the company

A short company description is a short presentation that allows the candidate to understand the context in which the position fits. It offers a global vision of the company's activity, its size, its sector of activity, and even its corporate culture, thus offering a general overview to potential applicants. This summary presentation is a first step in generating the interest and commitment of candidates to the structure.

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Sometimes, the job offer is really attractive but the company, whether young or rooted in a specific theme, has not sufficiently documented its sector or its missions. This lack of clarity can discourage potential candidates seeking to better understand the company's culture, market positioning, or the values it promotes.

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Describe the position in detail

Main missions and responsibilities

Identify the main functions of the position and their importance to the business. Use action verbs to describe these missions in a dynamic and specific way. For example, instead of saying “participate in meetings,” opt for “organize and facilitate weekly team meetings.” This precision allows candidates to understand exactly what is expected of them and allows them to project themselves.

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Avoid being too general or vague. Unclear descriptions can mislead candidates about the real expectations of the job. Also, avoid excessively detailing minor aspects or one-off tasks. Focus on core responsibilities and their impact on the business, without going into overly specific operational details.

Daily and/or weekly tasks

Detail the concrete activities that the incumbent will have to carry out on a regular basis. Be specific and specific in the description. Moreover, avoid including tasks that are irrelevant or too specific to exceptional situations.

Objectives and expected results

In this section, it is essential to define clear, specific, specific, measurable, achievable, and relevant (SMART) goals. Goals should focus on expected results while being aligned with the vision and needs of the business. To ensure effective evaluation, it is crucial to establish key performance indicators (KPIs) that will make it possible to measure the success of the defined objectives. These KPIs should be quantifiable and linked directly to the expected results. It is also thanks to them that you will receive your variable premium, if you have negotiated one.

To avoid : Formulate goals that are vague, unclear, or too ambitious, that are not measurable or that lack relevance to business needs. Forgetting to link goals to measurable results or to define success criteria can make evaluating and measuring performance more complex or even impossible. In this case, your business could be directly associated with a traveling red flag.

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Define the profile you are looking for

The skills required

For this section, it is crucial to specify the technical skills required for the position. Make a clear and concise list of the capabilities that are essential for the job. Avoid overloading this list by mentioning ancillary or overly specific skills that could narrow the search for suitable candidates.

Professional experiences

Identify the ideal level of experience for this role, whether in terms of years in the field, previous positions, or specific accomplishments. Be specific about the sectors or industries relevant to the job, but avoid setting experience criteria that are too limiting or too general.

Forgetting to specify whether the position is intended for a senior or junior profile can cause confusion and discourage candidates who may be well qualified but who do not recognize themselves in the expected level of experience. This omission can also affect the overall quality of the hiring process by attracting unsuitable candidates, increasing the time and costs involved in finding the right candidate.

Personal qualities

Identify the human and behavioral skills that are crucial for success in this role and for a good integration into the company culture. These can be qualities such as teamwork, flexibility, leadership, and above all, don't forget to be specific to the needs of the position. Avoid limiting yourself to vague personality traits or subjective characteristics that could make selecting candidates too complex.

Depending on the position and the team, these soft skills can be communication skills, team spirit, adaptability or even leadership, for example.

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Also read:” How to properly highlight your soft skills? ”

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Define working conditions and benefits

Compensation and benefits

Compensation and benefits are critical to attracting top talent. It is essential to establish a clear and transparent remuneration grid, including the salary range offered according to the position and experience. By shedding light on benefits such as bonuses, premiums, insurance, insurance, health programs, paid time off, and other additional benefits, you value your proposal. Also, make sure to align the compensation offered with market standards to remain competitive and attractive in the eyes of candidates.

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However, avoid overlooking the details of additional benefits, as these elements can have a significant impact on the decision of serious candidates. In addition, being transparent about the remuneration offered is essential to avoid any confusion or deception that could deter qualified candidates.

However, some companies, and even most to date, have decided not to share remuneration on job descriptions.

Contractual conditions

In the job description, it is imperative to detail the contractual conditions. Specify the type of contract, its duration, the terms of any renewal, and any other critical information related to the terms of the contract. By mentioning the specific advantages of the contract, such as teleworking, flexible hours, or even the benefits associated with business travel, you offer a complete vision of what the position involves.

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Avoid any imprecision or ambiguity in the description of contract terms in order to avoid future misunderstandings or disagreements. Neglecting important details could jeopardize the professional relationship, so it's crucial to specify these items from the start.

The location of the post

When writing the job description, clearly indicate the exact workplace, as well as any relevant details about the work environment. Precision about the location of the position is fundamental to allow candidates to assess the proximity of the workplace to their residence or other personal factors. If the position requires frequent travel, it is recommended that this be mentioned so that candidates can anticipate these constraints.

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Avoid leaving room for ambiguity about the location of the position, as this can generate uncertainty for candidates, especially when it comes to public transport or having your own vehicle. An accurate and detailed description of the workplace is essential to ensure that the expectations of candidates match the proposed conditions.

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Determine the application procedures

Information on the recruitment process

In the job description, providing details about the recruitment process provides a clear vision to candidates. Specifying the various stages, such as interviews, tests, and possible evaluations, allows you to provide an overview of the planned path. Also, indicate if specific documents are required, such as portfolios, letters of recommendation, or past professional projects. This provides candidates with a clear understanding of what is expected of them during the process.

The contact (s) to follow up on your application

Clearly identifying the names or contact details of people to contact when applying or asking questions about the position or the recruitment process is essential. This information allows candidates to communicate effectively and ensure that their applications are directed to the right people. Offering a specific contact for each question or request promotes clear and professional communication.

The application deadline

Indicating an application deadline is fundamental to avoid confusion or frustration among candidates. A specific deadline allows applicants to plan and submit their applications on time. Avoiding ambiguity about the deadline is critical to maintaining an organized recruitment process and to ensure that all candidates are treated fairly.

Thus, the job description, a real recruitment compass, not only makes it possible to clearly define the contours of a function but also to attract the most relevant talents to contribute to the success and evolution of the company. By adopting a rigorous and transparent approach to writing job descriptions, businesses can maximize their chances of recruiting profiles that align with their culture, values, and strategic goals, creating a solid foundation for successful integration and successful professional development.