How to create a job description

With the compilation of job descriptions are faced not only by recruiters. Although they sometimes make a number of annoying errors that greatly complicate the search for "their" employee. At once I will make a reservation that the above information is valid to a greater extent for recruitment agencies and companies whose brand-name is not in constant rotation. Hope this information will help you in your search.

We will be repelled from the main thesis: advertising should attract potential employees . In terms of personnel shortage, position description is the first step of a specialist to your office.

The ad must be true:
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Certainly, accents should be placed on the strengths of the vacancy, but in no case should we be silent about the "minuses", and even more so to give deliberately false information (this happens very often, and this was the main part of the blow to the reputation of employment agencies). Be honest with potential employees :)

The ad should not be overloaded:

The text of the vacancy must contain a description of job responsibilities, requirements for qualifications and working conditions. Each of these points will be considered separately:

Responsibilities: in my experience, it is enough to limit the minimum necessary information on the competencies of the candidate: what to do, tools, etc., because The specificity of a business process of your company is the subject of the candidate's adaptation. More detailed information is always available at the “telephone interview”.

Requirements: First of all, you yourself should be clear about the candidate, both from a personal and professional point of view. Perhaps this is the only comment on the requirements.)

Conditions: In no case be limited to the notorious "S / n XX $, the Labor Code of the Russian Federation." Working conditions go beyond material compensation and compliance with the labor code.
Describe in as much detail as possible the scope of the company's activity, the location of the workplace, the reason for opening a vacancy, the mode of operation, the wage scheme, benefits and compensation. Do not put too wide salary "fork", most likely, it will cause distrust on the part of applicants.

The ad should not be template:

The amount of creativity in the text directly depends on the position for which you select a person. What a PR manager will be interested in is likely to scare a procurement specialist. Your creativity and wit, of course, increase the chances of getting valuable shots. Do not be afraid of everyday vocabulary: let's look for "friendly system administrators", "content managers with a sense of humor" and "clever installers" :)

I tried to highlight only the main points of writing the text of the vacancy. These points, of course, do not pretend to be unique, but, most likely, will help in the selection.
I will be sincerely glad of corrections and additions.
Have a good search!