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A Hiring Manager’s Guide to Writing a Job Description

It is not always a walk in the park to find the perfect fit for your team. It takes time and effort to source, screen, interview, hire, onboard and train candidates for your business. The steps are not always straightforward. Sometimes we can get close to the last few steps of the process, and still wind up going back to square one due to an unforeseen circumstance.

According to the Society of Human Resource Management (SHRM), it takes an average time of 42 days to fill a single role. That’s a lot of time and effort! As much as we love the hustle of the entire recruitment process, half the battle is won when we put out a clear and concise job description for candidates. 

By providing a complete description of the role, expectations are set from the beginning. The last thing we want to do is present the candidate for the final interview, only to find out that their understanding of the role is competely different, like night and day.

Here are some of the critical things that we consider when creating a job description:

  1. Provide the salary range –  for complete transparency
  2. Provide an overview of your business –  what you do and who they will be working with
  3. Keep the role and qualifications to 7 bullet points maximum – Less is more. Use clear and concise language to make the job description easier for the applicants to comprehend and remember.
Here’s an example of how SUMO does it:
job-description

Here at SUMO, we understand that everyone’s time is valuable. We make sure every meeting scheduled is with a specific purpose, and it brings value to each participant. That is why getting it right from the start is of utmost importance. Finding the perfect fit for the role, the team – ours and our clients’, is our top priority.

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