By providing a straightforward description of the position’s key duties and requirements, a well-written employment listing will help applicants determine if they are a good match for the job and provide a framework for choosing the best candidate for the position.
A job description can also prove useful in the orientation and supervision of a staff member, as it helps everyone in the organization understand the boundaries of that person’s responsibilities, and it provides the framework for a performance development plan to be developed by the employee and his or her supervisor.
There are several essential elements to crafting an effective job description.
Provide a brief history. You might want to include when the organization was founded, the organizational mission, and a list of your programs.
Describe all of the duties associated with the position. Provide plenty of detail in this section. The applicant will rely on this information to determine his or her suitability for the job, and the organization will use the details here to define the new hire’s role and create a performance management tool.
List all requirements for applicants to be considered for the position, as well as any preferred skills, knowledge, or experience. Be sure to distinguish between what is essential to the performance of the job (requirements) and what would be considered beneficial but is not essential (preferences).
Provide an e-mail address or fax number for submitting applications. You should also specify what materials must be included for consideration (e.g., cover letter, resume, writing samples).
Other information you may want to provide in a job description includes salary and benefits, a description of the work environment, travel requirements (if any), the title of the person(s) to whom the employee will report, the terms of employment (e.g., short-term, contract, or full-time), and the job hours or work schedule.