Key Components You Need to Write a Powerful Job Description

Pinpointing the perfect talent for your open position is not a walk in the park. But, it wasn’t designed to be. With so many gifted individuals out there, and with your brand reputation on the line, it’s important for your business to do everything you can to filter through the pools of job seekers in an efficient and effective way. 


Creating a job description that cuts directly to your company’s needs is the first step. Let’s take a look at four basic, yet critical components your company needs to include when creating a powerful and effective job description. 


Title and position summary

The job title and summary of the position you are searching to fill should be clear and brief. Far too often companies feel as though they need to wow their prospects and show off their fun and relaxed culture with their job titles. However, this usually backfires.


Although your company might, internally, desire a Content Wizard, the roles and expectations of the position fall more in line with a Content Marketing Manager. Being brief and clear with your needs from the start will grant your company the opportunity to filter through individuals that don’t fulfill your needs. 


Duties and requirementsDuties-and-requirements

This is the meat and magic of your open position. Don’t worry about length when laying out duties and job specifications. It’s important to be thorough and do your best to leave no stone unturned. 


Within this section, you should list the job duties by priority, along with specific tasks required of the new hire, when applicable. Don’t hesitate to lay out KPIs, metrics for task completion, business objectives, and more. Being detailed and precise with particular aspects of the job will benefit you immediately, especially as you whittle down your applicants and begin the interview process. 



Depending on the position, the scope of qualifications can venture anywhere between physical to educational. However, regardless of the position, it’s important to be clear about the knowledge and skills needed to perform the job well. 


For example, if you are looking to fill a B2C sales position, you might want to emphasize a need for excellent communication and interpersonal skills. On the other hand, if your company is aiming to fill a manual labor position, you might emphasize the need for your new hire to be able to carry heavy weight for an extended period of time. 


Working conditions and expectations

The working conditions of a particular position can vary greatly, but it’s still critical to be open and honest about a position’s expectations. For example, if the job your company is hiring for is a legal clerk, you will want to highlight that the new hire should feel comfortable sitting behind a desk for long periods of time. 


On the other side, however, if the position is for high-rise window cleaners, you will want to be direct and honest that the new hire should feel comfortable in the outdoors and with heights. 


Simply stated, don’t overwhelm yourself with creating a job description that has all the bells and whistles you could possibly imagine. The best route for any business is to be honest, succinct, and straightforward with your company’s needs.


Learn more about building an engaged workforce from the start by scheduling a free consultation with a FastPay specialist.

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