What are the best practices for writing job descriptions in the 21st century?

Long job descriptions…no one read them. Job Descriptions should be short, clear, precise, gender-neutral and inclusive. Focus should be kept on minimum or "must have" education, experience and language requirements with mentioning clear roles & responsibilities. If necessary, extra information such as employer's mission, organizational culture or "nice to have" qualifications may be provided with embedded links on the separate pages.

Job descriptions should be clear, concise, and inclusive. Highlight the purpose and impact of the role within the company. Focus on outcomes and expectations rather than just listing duties. Emphasise skills, traits, and abilities needed, including soft skills and adaptability. Keep the description updated and flexible to accommodate changes in the role or industry. Make it inclusive by avoiding biased language and ensuring it appeals to a diverse pool of candidates. Incorporate the company's culture, values, and mission to attract candidates who align with the organization. Lastly, use multimedia like videos or infographics to make the job description engaging and easily understandable.

- Use gender-neutral and inclusive language to attract diverse candidates. - Emphasize the impact of the role on organizational goals for motivation. - Showcase opportunities for professional development and career growth. - Specify if the role offers remote work options for broader appeal. - Prioritize required skills, allowing for diverse educational backgrounds. - Integrate aspects of company culture to resonate with potential hires. - Keep descriptions concise, emphasizing key responsibilities and expectations. By implementing these practices, HR creates job descriptions that resonate with the modern workforce, fostering engagement and attracting top talent.

In 21st-century business, job descriptions are pivotal, serving as essential tools in business process management, impacting hiring, promotions, analysis, and compensation. Their importance should not be sidelined. While crafting job descriptions, it's crucial to define specific skills and capabilities needed for effective performance, both present and future. Move beyond vague terms like 'communication' or 'delegation' and focus on detailing the essential skills required for the role.

Use a clear and concise job title that accurately reflects the nature of the position. Highlight the key responsibilities and objectives of the position. List the essential qualifications, skills, and experience required for the role. Differentiate between "must-haves" and "nice-to-haves" to help candidates assess their fit. Highlight any unique perks, benefits, or opportunities for career development. If possible, include a salary range and details about benefits. This can attract candidates who are a good fit in terms of compensation expectations. Gather insights from SMEs to incorporate their perspective into the JD.

Ever try so hard to be inclusive and diverse that you hear candidates often say "But this wasn't stated in your JD" As a result, you create super long JDs with EVERYTHING in it Here's the trick, keep the JD short (only the essentials to screen) Then add a concise disclaimer at the end of your job descriptio: "Note: Our job description is designed to be concise. Additional details about the role and our company culture will be discussed during the interview process. We encourage you to apply and explore these aspects further with us." This way, you set expectations that the JD provides a snapshot and more comprehensive information will be shared during interviews, reducing the risk of candidates feeling overwhelmed by a lengthy document.

Research has shown that certain words, like "competitive" or "independent", can discourage women from applying (Gaucher et al., 2011). However, understanding the subtle nuances of each word can be challenging for us. This is where AI can assist. It can analyze job descriptions to determine gender tone and the appeal of words. They can also suggest more gender-neutral alternatives. For instance, Frissen and al. (2022) developed ML models that can detect 5 types of biased language in job descriptions, including masculine-coded, feminine-coded, and more. By combining linguistic features and word embeddings, their models achieved decent accuracy in pinpointing biases.

By using language that appeals to a broad audience, the job description reflects the organization’s commitment to diversity and creates a welcoming environment. Additionally, incorporating engaging language that highlights the impact of the role, the company’s values, and opportunities for professional growth can capture the attention and interest of potential candidates, making the job description not only informative but also compelling. This approach contributes to a more diverse and dynamic recruitment process, fostering an environment where individuals from varied backgrounds feel encouraged to apply and contribute their unique perspectives and talents.

Sempre quando escrevo, eu me pergunto: "Com a minha escrita, se eu não soubesse do assunto, eu realmente iria entender a mensagem que estou querendo transmitir?". Baseado nisso, sempre faço de forma mais direta, clara e de fácil entendimento. Não compensa escrever mil palavras, se o outro não irá entender dez destas.

Using inclusive language can be of great impact to the type of candidates one will attract, either it be gender neutral, age etc. There are quite a few AI tools nowadays to further support this e.g. Textio, Inclusive language checker and so many guides that can help to use the appropriate language when creating a JD and other types of messages.

When crafting job descriptions, spotlighting your employer brand is key. Your employer brand encapsulates your company's ethos, culture, and the unique experiences you offer. Highlighting this effectively in a job description can significantly differentiate your organization in the competitive job market. Illustrate what sets your company apart: its history, core values, distinctive culture, and the benefits that employees enjoy. This attracts candidates aligned with your ethos and fosters a sense of belonging right from the start. 🧩 Culture Connector: A well-articulated employer brand in job descriptions is a magnet, attracting talent that resonates with your organizational values and vision.

When highlighting employer branding, avoid being inauthentic, neglecting employee input, overlooking well-being, lacking consistency, and ignoring negative feedback. A genuine and consistent approach is key for attracting the right talent.

Employer branding is key to the attraction of talent! Do not portray an image that is not true is one of the basics. Be transparent, do not make overpromises, show how your values align with your culture and are part of one's day-to-day. Employer brand is a key factor in attracting talent and the biggest ambassadors in this are the people who are already in the company!

Set goals: Align HR goals with overall business objectives. Do you want to improve talent acquisition, boost employee experience, or become more data-driven? Envision your future state: What will a transformed HR function look like? How will it impact employees and the business?

Uma vez vi uma vaga divulgada onde foi descrita da seguinte forma: no campo das atividades do cargo, 5% era de fato sobre o cargo; e os 95%, sobre a empresa, incluindo história da mesma, quantidade de funcionários e metas, e outros dados. É importante conhecer sobre a empresa. Mas na descrição do cargo, é necessário falar apenas do cargo.

In modern job markets, it's crucial to differentiate between job ads and job descriptions. Job ads should be concise, engaging, and reflective of the employer's brand to attract top candidates. In contrast, job descriptions, which result from detailed job analyses, serve multiple internal purposes and should be tailored in length and detail to the role's complexity. An essential aspect for both is the inclusion of skills, current and anticipated, aligning with evolving job roles. While comprehensive, neither job ads nor descriptions should be overly lengthy; clarity and brevity are key to ensuring they are effective and user-friendly.

Compare current state to your vision: Highlight areas where the current HR function falls short of your goals. Analyze trends: Consider industry trends and emerging technologies that can reshape HR's role.

Verificar e atualizar de tempos em tempos é interessante. Com o passar do tempo, incluem-se hierarquias de cargos (por exemplo, anteriormente haviam somente assistente fiscal I e II; e após, inclui-se o assistente fiscal III), e o que um cargo faz, vai se atribuindo e/ou distribuindo em demais níveis. Pensando desta forma, é importante ter este controle de informações para não ocorrer repetições e/ou contradições.

Job descriptions evolve overtime and a review is required at regular intervals. They change overtime as the roles also evolve, changes may result due to different reasons i.e. dynamic needs of the company/department/team/ market/ industry. Request feedback, review results, identify potential blockers, revamp if needed even before the potential annual review.

Map roles to gaps and opportunities: Create new roles or refine existing ones to address identified needs. For example, if you want to enhance data analysis, consider a People Analytics Specialist role. Define responsibilities and skills: Clearly outline the duties and required skills for each new role. Prioritize skills like data analysis, change management, and digital adoption.

Ao fazer a descrição de cargos fora do seu domínio (por exemplo, você sendo do RH e for do setor logístico), o mais aconselhável é coletar as informações com o próprio setor em específico. Após a descrição previamente concluída, pergunte aos responsáveis do setor se há algo mais a acrescentar e/ou se as informações ali descritas estão corretas. Comunicação é fundamental para uma boa descrição de cargos (assim como para outras várias atividades).

According to Antonio Nieto-Rodriguez's article in Harvard Business Review (2023), there are three new approaches to job descriptions: outcome-focused, skills-focused, and team-based. The outcome-focused approach specifies expected results rather than detailed tasks, allowing employees flexibility and fostering innovation. The skills-focused approach emphasizes an employee's talents and development within company projects. The team-based approach involves assigning collective objectives to teams, with members contributing based on their strengths. These methods represent a shift from static job descriptions to more dynamic, flexible ones that adapt to changing project demands and technologies.

Use inclusive, non-discriminatory language to attract a diverse pool of candidates. Highlight key skills and qualifications essential for the role, avoiding excessive requirements. Incorporate information about company culture and values to attract candidates aligned with them. Emphasize the benefits, professional development, and career growth opportunities available. Use relevant keywords for better visibility in online searches. Provide a realistic overview of what the job entails to set appropriate expectations.

LinkedIn's study found that the tone of a job description matters a lot. While it's good to reflect your company culture, being too casual can turn people off. They tested three tones: 1. Simple and straightforward. 2. Formal with business jargon. 3. Casual, chatty with jokes. Surprisingly, the casual tone was the least favorite. Many didn't like it, and it affected their view of the company. Readers of the laid-back post were 4 times more likely to see the company in a negative light and 2-4 times less likely to apply. So, while it's tempting to keep things light, it might be safer to stick to a more neutral tone when advertising a job.

Creo que deberíamos de ser más cercanos y más auténticos con el mensaje. Por ejemplo, siempre empiezan con "empresa líder", pues si que hay empresas líderes en el mercado. Creo que deberíamos utilizar un lenguaje mucho más cercano y sobre todo realista que el que utilizamos. Vender una perfección que no tenemos nos resta credibilidad, y sobre todo deberíamos indicar abiertamente que esperamos de la persona y del puesto. Todo ello serviría para que el match candidato/empresa cuando se incorpore se acerque mucho más a la realidad y a las expectativas de ambas partes.

Una descripción de puesto a un posteo interesante y atractivo no aburrido, ni extenso. Estamos invitando a colaborar a alguien con nosotros, compartamos acerca de la cultura, quienes somos, cómo sería un día de trabajo, que esperamos y requisitos claros. - Incorpora citas o testimonios de colaboradores actuales. -Destacar Oportunidades de Desarrollo -Incluir Expectativas de Rendimiento Realistas Utiliza un marco para posteo, utiliza IA para estandarizar.