A job description first and foremost needs to outline what the job entails. After all, you need to attract people with the right skills and experience.
But most
organizations want to find candidates who are more than just qualified for the
job. You should also strive to hire people who will be great additions to your
team. You want your new hires to work well with your current employees and be
happy coming to work every day. You want to hire people who are the proverbial
“culture fit.”
Many companies focus on attracting candidates with the right background during the sourcing stage, then evaluate culture fit during phone screenings or interviews.
However,
you can elaborate on the details in your job descriptions to highlight what
your company’s culture is like. It likely won’t deter people who aren’t a
culture fit from applying but it will attract more people who are. For
instance, if someone is casually browsing a job board and sees a standard job
description, they might not go through the hassle of applying. But if they
conclude your company is the type of place they would love working, they’ll
make the effort. The simple act of conveying your company culture in job
descriptions can catch the eye of your next great employee.
What should a job description include?
We
recommend including as much detail as possible in your job descriptions. You
want job seekers to have a thorough understanding of what the job will be like
if they get hired. That way they can decide if it’s something they really want
to pursue. In general, a solid job description includes the following
components.
- Job title
- Location
- Role objectives
- Role responsibilities
- Desired experience
- Benefits
- Compensation
- Work hours, travel requirements
- Company description
Many of
these are straightforward and won’t convey what your culture is like. But a few
of them present the opportunity to provide a glimpse into what it’s like to be
a member of your team.
Role objectives
This
section tells a potential hire the objectives they’ll be expected to achieve.
It’s generally a high-level statement outlining what the cumulative effect of
their work needs to result in.
From a
cultural perspective, you can use this section to talk about what your
organization is striving to achieve and how this position will support those
goals. You can share your company’s long-term mission, the impact you hope to
have on your community, and the ideal experience you want customers to have.
All while covering the value your future hire will bring to these grand plans.
Role responsibilities
Daily
role responsibilities are a standard part of any job description. They give
context to the role objectives by describing the specific tasks the employee
will carry out.
You can
expand on this section to help a potential hire envision what a typical workday
would be like. Let them know who they’ll work with and what those collaborative
activities will look like. Some companies even go as far as to list an in-depth
daily schedule so candidates get a sense for what the workplace culture is like
and how it applies to the job they’re interested in.
Desired experience
Like role
responsibilities, sharing desired experience in your job descriptions is a
must. You need to attract people who have worked in similar positions in the
past.
You can
use this section to attract ideal candidates and not just people who meet the
years of experience requirement. For example, if you’re seeking a manager,
outline the leadership qualities your organization values. If you’re hiring for
a sales role, consider talking about the selling techniques candidates need to
be versed in.
Additionally,
you can include the experience a potential hire will gain. Give candidates an
idea of the career strides they can hope to make and how your company will aid
them in that development.
Benefits
It’s
always a good idea to list the employment benefits your company offers.
However, benefits like health insurance, PTO, and retirement savings are more
or less the same from company to company.
You can
provide insight into your culture by sharing the unique benefits of working for
your organization. Every company has its perks whether they be stock options,
flexible work schedules, or something as simple as promoting from within or
providing the opportunity to learn while on the job. Find out what your current
employees love about their jobs and include those unique advantages along with
the primary employment benefits.
Company description
A brief
overview of your company is a good way to conclude your job description,
especially if your brand isn’t yet well known or you operate in an obscure
industry.
This
section is also an excellent place to describe your culture in the most basic
terms. The sections we’ve included up to this point touch on the employee
experience but now you can state exactly what your culture is. Share your
organization’s cultural philosophy, mission statement, and values so candidates
know what type of company they’re applying to.
Attract culture fits
There is
no need to wait until you talk to candidates to bring up culture. Use your job
descriptions to outline what it’s like to be part of your team and what your
company values in its employees so you attract the right people from the
get-go.
Editor’s Note: This post was originally published on Trakstar.com. In April 2023, Mitratech acquired Trakstar, a leading provider of performance management, talent acquisition, and workforce analytics solutions. The content has since been updated to reflect Mitratech’s broader commitment to supporting the entire employee lifecycle — from recruitment and onboarding to learning and development — as well as the integration of HR compliance best practices across our growing Human Resources portfolio.
