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5 Things To Consider When Writing A Job Description

By Amy @BubbleJobs

When the time comes to hire a new member of staff, writing a job description is one of the first things you need to do. Why? Because this will form the basis of your job advert (they’re two completely separate documents remember!) and it’ll also help you to work out where the job should be advertised (if it’s a digital role, Bubble Jobs will be your first port of call of course! 😉 ).

Now, if you’ve never written a job description before, it can be difficult to know where to start – and it might seem a bit unnecessary, particularly if you’re running a small company and you’re a bit pressed for time – but it’s definitely worth doing because it’ll definitely make the hiring process (both now and in the future) easier.

With that in mind; we’ve come up with the five key questions you need to ask yourself when creating a job description for a new employee

Where Will They Fit Into The Team?

One of the key things you need to consider is where this new employee will fit into the existing team you have in place. By figuring out where they’ll sit in your existing team, you should be able to work out what salary band they deserve (based on what you’re paying your existing employees) and you should start to get an idea of how much responsibility they should have.

What Responsibilities Will They Have?

OK, so this is a really obvious one but it’s definitely one I need to mention. Unlike a job advert, in your job description you need to include every responsibility you’d like the new employee to have and every task you’d like them to be responsible for. OK, so this list might seem pretty exhaustive and might get pretty lengthy but again, it’ll give you a good idea of where the employee will fit into your company – and it’ll act as a good reference point when you do find the right candidate and need to talk them through exactly what’s expected of them.

Which Skills/Experience Are Essential?

Once you’ve got the responsibilities nailed, you need to work out what skills and experience are really essential for the role – and which would be a bonus. Take some time out to consider the key responsibilities for the role – and what the candidate needs to have in order to be able to do the role both now and in the future. Again, this list might be pretty lengthy – but remember, not all of these will be listed on the initial ad. If you list everything on the job description, when you start to get applications, it’ll be easy to cross check them with the job description to see how suitable the candidate is.

What Soft Skills Do They Need?

In addition to working out the key skills and experience you’d like the candidate to have, you also need to consider what soft skills they also need in order to be able to perform in the role. OK, so it can be tricky to work out what soft skills a candidate has from a CV – but if you jot the ideal soft skills down in the initial job description, you can always refer back to this at interview stage.

What Extras Would Make A Candidate Stand Out?

The last thing you need to consider is what your dream candidate would look like. Now this list might include things like programs which aren’t essential for the role but which you’d like to explore in the future, experience in very niche areas (again which aren’t essential for the role now but might be in the future) and even personal attributes which you’d like to add to your team. These extras can be clubbed into the ‘Desirables’ list – and should be regarded as things to keep an eye out for on applications.

 

So there you go; a few simple things to consider when it comes to creating your next job description. Think I’ve missed something out? Feel free to leave a comment below…

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