Crafting Job Description: 7 Tips to Craft Professional and Engaging Listings

Did you know that a job description that is unclear or lacking in detail can lead applicants to question the seriousness and credibility of the hiring company? This is why it is crucial for a company to understand how to craft a professional job description, especially if they are targeting competent and experienced candidates.

Experienced candidates are typically selective about applying for jobs, especially when the job listing does not provide comprehensive information about the job description. Do you want to know how to create an effective job description that attracts top talent? Let’s explore this guide thoroughly!

How to Write a Job Description

Here is a complete guide on how to write a job description that is informative and professional:

1. Define Non-Negotiable Requirements

Specify the must-have requirements for all candidates, including:

• Technical Skills: At a minimum, candidates should have a basic understanding of the technical skills required to perform their job duties effectively.
• Professional Experience: Provide detailed information about the experience needed for the position, such as “minimum of 5 years of experience in the FMCG industry” or similar.
• Education: State the relevant educational qualifications, such as “Bachelor’s degree in Industrial Engineering” or similar.
• Special Skills: If the position requires specific skills, such as “ability to communicate effectively in both written and spoken English,” clearly list these requirements.

2. Identify Target Companies for Potential Candidates

The next step in writing a job description is to determine target companies, categorized into three tiers:

• Tier 1 Companies: These are companies that are most similar or closest to your company. Candidates from Tier 1 companies are usually familiar with the business nuances and can adapt quickly to the new role, contributing significantly in a relatively short time.
• Tier 2 Companies: These companies are similar to Tier 1 but slightly different, such as being smaller in scale or marketing different products while targeting the same clients. Candidates from Tier 2 companies are skilled, experienced, and adaptable. Although they may not adjust as quickly as candidates from Tier 1, their prior experience can still contribute substantially.
• Tier 3 Companies: These are companies in different industries or those offering different products or services. While candidates from Tier 3 may not have as much direct experience, they possess relevant skills and potential for growth and are still worth considering.

3. Describe the Challenges of the Position

After identifying potential candidates based on the level and relevance of their previous employers, the next step is to explain the work environment and the company’s expectations for the role. 

For example:

“The selected candidate will be responsible for managing large projects involving multiple teams and departments. They must be able to manage time, budget, and resources efficiently to ensure project success.”

4. Include Information about the Hiring Manager

Provide details about the person who will be the candidate’s direct supervisor. Knowing the name, position, and leadership style of the supervisor helps candidates assess whether they can work well under that supervision. This information also gives candidates an idea of how they will collaborate and adapt in the new work environment.

5. Include an Organizational Chart

Including an organizational chart in the job description helps candidates understand their position within the company structure. For example, if the position requires reporting directly to the Chief Operating Officer, candidates will know they will be under the supervision of a senior executive. If the position involves leading a team of 10, candidates will understand the size of the team they will manage.

6. Provide Compensation Information

To attract the right candidates, do not forget to include information about the compensation they will receive. For example, specify the salary range, such as “Rp20,000,000 – Rp30,000,000 per month, depending on experience and qualifications.”

Additionally, include details about benefits and perks, such as health insurance, life insurance, and annual bonuses, so candidates fully understand the benefits they will receive if they join your company.

7. Detail Job Responsibilities and Required Documents

Finally, provide a detailed account of the job responsibilities, including daily tasks, projects, and specific achievements expected by the company, such as increasing sales or improving operational efficiency. Additionally, include information about the documents required from candidates, such as a resume, cover letter, portfolio, relevant certifications, and other important documents.

In summary, a job description should include all these critical elements, from non-negotiable requirements to detailed responsibilities and compensation. However, the hiring company must also have a broad network and the ability to search for and assess candidates thoroughly.

If your company is struggling to find suitable candidates for executive positions, consider using Executive Search Services from RecruitFirst Indonesia. With deep experience, an extensive network, and a rigorous selection process, we are ready to find the most competent candidates to meet your company’s specific needs. So, what are you waiting for? Contact us now for more information!