Author: Denise Bradford

Recruiter’s main responsibility is to find the perfect employee for a company.   So saying, “I need a SOX Expert with 3-5 years experience in the oil and gas industry” is not going to get you what you need!  Here are a few questions you should ask yourself when creating a great job description that will reward you with the person you need. 

  1. What is the jobs purpose to the department or company?
  2. What are the essential duties and responsibilities?  Include all aspects of the job whether they are performed daily, monthly, or annually.  
  3. If the position is a leadership role, include management responsibilities as well as how many employees this person will have reporting to them. 
  4. List Education, Certifications, and Software Skills that are required.

Ask yourself next, why would the job seeker want to apply to this job?  Include bonus incentives, general benefit package information, compensation range, work life balance, daycare facilities, etc.  They will want to know what is in it for them.  When you include detailed and extensive information, this will increase the chances of finding the perfect employee for YOU!


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Comment by Alasdair Murray on November 1, 2011 at 1:05pm

People get confused between the term 'job description' and job post. In the Uk at least a job description is an internal document compiled by the employer. A checklist if you will of the role and its responsibilities and the person spec of skills and experience needed to do that job. it is not, and should not be treated as a sales tool. It's merely an inventory. A job post or job ad on the other hand should take the relevant elements contained within a job description and. together with the brief a recruiter has obtained from the client, go about selling the job. Here is some advice I wrote a while back about what to consider when compiling a job ad/post, NOT a job description. Fill your boots by all means.

Comment by FREYJA P. on November 2, 2011 at 3:14pm


Thanks Alasdair - agree! Any employer can post a laundry list of "job duties" but it's up to us to see the position.

And do it in a way that separates us from same old same old out there....Every position has a primary "hook"that will bring the best candidates for it your way.


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