Don’t Write Another Job Description Until You Ask Yourself These 4 Questions

If you’re thinking about bringing on a new employee, you can’t let your job description go by the wayside. Think of it like a big sales push to attract the right “buyer.” Without a strong job description, how will you find the right candidate for the job?

You won’t. Which is why you can’t be putting out dud job descriptions (there’s still that U.S. labor shortage going on, after all). So put down that keyboard. It’s time to give the art of perfecting your job descriptions the old college try.

And by that, I mean doing your research, writing, and editing a killer job description that represents your business well. And like all good pieces of copy, start each job description by asking a question—or two, or three or four.

4 questions to ask when writing a job description

No matter what kind of job you’re writing the description for, you can ask yourself the same four questions:

1. What do I need to say?
2. Does this sound interesting?
3. Is it truthful?
4. Is the language discriminatory in any way?

Keep these four little nuggets in the back of your mind before, during, and after each job description write up.

1. What do I need to say in my job description?

Sure, every job description is different. But, that doesn’t mean you can’t get a template going so you know what key points to touch on.

The last thing you want to do is turn off qualified candidates because they don’t have enough information to decide if they should apply or not. Not to mention, job descriptions sometimes come into play in lawsuits (so make sure you provide the right details to protect yourself).

Here are the key sections of a job description:

• Job title. What role are you looking to fill? Remember to be specific and avoid confusing jargon (e.g., “KPIs”).
• Summaries. Summarize your business, its mission, and how the position helps fulfill said mission. Show off who you are and why someone would want to work for you. And, give a rundown of what the position entails.
• Duties/responsibilities. What can the applicant expect to do on a day-to-day basis? Consider adding a disclaimer that points out that what’s listed is a sample of responsibilities, and job duties could change quickly.
• Qualifications. What are the must-have education, experience, and skills needed for the job? List out the basic qualifications the job requires and throw in some nice-to-have skills you’re looking for in your ideal candidate.
• Work environment. Is the position in-person, remote, or hybrid? What are working conditions like (e.g., exposure to hazardous materials, weather conditions, etc.)?
• Benefits. What kind of perks (e.g., paid vacation, health insurance, etc.) do employees at your business receive?

You might want to add in additional information, such as a wage range. Providing a wage range can help filter out applicants whose salary expectations don’t align with what your business is willing to offer. Not to mention, your state may require it. For example, Connecticut requires employers to disclose salary ranges for positions to applicants and employees.

2. Does this sound interesting?

Read the job description before you post it. Does it sound interesting or is it a snooze fest?

Some jobs are naturally more “exciting sounding” than others. That’s not what I’m talking about. I’m talking about things that could make potential candidates click the backspace within a minute of reading the description, like big chunky blocks of text that sounds like someone from the 1800s wrote it.

So, even if the job itself isn’t the most glamorous, you can still approach it in such a way that captivates your readers. Talk in a conversational way (almost like you’re giving an elevator pitch about the job) rather than being stiff and formal.

I mentioned the importance of showing off your business. This should hook potential candidates, not send them running for the hills. Talk about what sets your business apart from others. And, you can keep this part standard across your job descriptions.

More articles from AllBusiness.com:

• 8 Ways to Earn Your Customers’ Trust and Improve Your Sales
• Setting Up a Performance Management System
• 10 Ways to Attract Young Talent to Your Company
• How to Check a Job Applicant’s References
• 3 Proven Ways to Attract Top Talent to Your Company

3. Is my job description truthful?

Yes, you want your job description to grab the attention of your prospective applicants—just not at the expense of the truth. When it comes to the job description, avoid superlatives and other flowery language that can turn your description into a messy lie.

And hey, maybe you’re not purposely exaggerating or fibbing in the job description. But whether it’s on purpose or not, you can’t have lies in this oh-so-important document.

There are two golden rules to follow to ensure your job description is truthful:

1. Do your research
2. Edit, edit, edit

Put in the research ahead of time so you know what kind of role you need to fill and what skills you need to fill it. Become best friends with your search engine of choice and do some digging to learn more about different job titles. Consider involving your current employees to help shed more light on what the position entails.

Once you’ve written up a job description, it’s time to edit away. Verify the title and everything is accurate. Make sure you have all your disclaimers in place. Again, consider asking a team member to read it over to be sure you’re not missing anything.

4. Is the language discriminatory in any way?

Last, but certainly not least, your job description can’t be discriminatory in any way. So, this is perhaps the most important question to ask yourself.

The U.S. Equal Employment Opportunity Commission (EEOC) prohibits employers from discriminating against or harassing applicants based on:

• Race
• Color
• Religion
• Sex (e.g., pregnancy, sexual orientation, and gender identity)
• National origin
• Age (40 or older)
• Disability
• Genetic information (e.g., family medical history)

Long story short, your job description needs to be free and clear of any and all discriminatory language. That includes using biased words that could discourage someone from applying (e.g., “Looking for recent graduates”).

Show applicants you are committed to providing all applicants and employees with an equal opportunity by adding an equal opportunity statement to your job description.

You might also be required to provide reasonable accommodations so all applicants and employees have equal opportunities, regardless of their religious beliefs or disabilities. Include a reasonable accommodation statement to let applicants know.

Consult the EEOC for more information on your employer responsibilities when hiring employees.

RELATED: 13 Important Soft Skills to Look for in Job Candidates