I know. This sounds very boring and dry. However, there is an “art” to making the job description interesting so that it sells in a genuine way to candidates and it informs them.
The job description (if a non-confidential search) that is publicized to candidates should include the following:
1) Position Title, Reporting To Whom, Location and the name of the Company with the web site listed.
2) Three to four sentences about the Company including sales, number of employees, what the company does and something about the culture. Attempt to make this simple and interesting to the reader so they have a good sense of what the company is about.
3) Scope & Responsibilities-this is usually a paragraph or two about the strategic nature of the particular job. Represent the big picture here.
4) Position Responsibilities-this is more specific and the actual tactical activities involved with the position. I am not a fan of representing every single detail here. Only the most important duties should be listed.
5) Experience Required-really attempt to show what is truly required and what is really desired in this section. Even almost perfect candidates cannot have everything checked off in the experience list so attempt to understand what the requirements are versus the “nice to haves.”
6) Personal Attributes-this is a very important section to tie down what attributes are needed to match the company culture. This should represent the type of person who will fit in very well and be successful with the company.
7) Education: required educational background and the “nice to haves” is important to point out in this section.
Last, as an Executive Search professional or Management professional, look at the Job Description as the skeleton of what the job is really like. You should also converse intelligently about each aspect of the job description so that the candidate feels that you truly have the keys to understanding what it will take to be successful.
Ok, I admit it. Dry stuff but important to truly sell and understand the position to top candidates. Your client and candidate expects you to know it and know it well.
