An effective Job Description covers the following areas:
Using internal lingo – Company culture usually results in company lingo. While employees might all refer to weekly meetings as “Memo Meets," candidates won’t know how to respond to a job description that lists “active participation in Memo Meets” on the job description. Stick to universal language so candidates aren't confused before they even start.
Asking for Superman – When filling a position, we all want the perfect candidate to fall from the sky and save the day. The reality is, no one is perfect for the job, but many will be ideal for the job. Write a job description that accurately represents the qualifications needed to do the job, not a dream list of every quality that might be useful.
Forgetting to consult HR – Make sure stakeholders and decision makers have the opportunity to take a look at the job description before posting it. Involve all relevant business areas including owners, managers, HR and employees holding similar roles. Their feedback can go a long way in making a description that resonates with the right candidates.
Using the same description from ’05 – The last 20 years has seen some rapid change in company-candidate expectations with technology, information systems, company culture and overall communication. Before posting the same job description you’ve used for 10 or 12 years, make sure the candidate requirements, legal information and values of the company are up-to-date. Also, make sure you’re not using outdated keywords. In order to find the ideal candidate, it’s important to use modern language.