A job description (JD) is one of the pieces of information candidates usually study carefully before applying for a position at a business. It also represents the company and helps attract talented employees.
In addition to providing information that attracts candidates, a JD should convey the company’s style and culture so candidates can understand them.
I. Job description
A job description (Job Description – JD) is a document prepared by each business for each position. It clearly states the essential job requirements, duties, responsibilities, and skills needed to perform that specific job. A more detailed job description may also mention the salary, bonuses, and benefits that candidates and employees will receive.
1. Basic information in a job description
1.1. General information:
Position/title, department/team.
1.2. Job description:
This section contains the most important information in the job description. It should clearly state the main duties of the position.
Use bullet points to emphasize the main duties. These bullet points represent what we need from you; if a candidate offers corresponding value, they may be a good fit and the person the business needs.
Many JDs include so much information that candidates assume they will have to handle numerous peripheral tasks instead of focusing on the main duties and applying their core expertise. This can make candidates feel that their professional capabilities are not highly valued and that success depends on workplace relationships.
Depending on the company culture, include information that helps candidates determine whether the environment and working style are suitable for them.
An introvert may be better suited to work that involves more individual tasks. Conversely, some people prefer a dynamic, team-oriented environment. Cultural fit strongly influences the future relationship between employees and the business.
1.3. Requirements:
Professional qualifications and relevant degrees.
Experience requirements, which may be based on time spent in the field or demonstrated through projects and achievements.
Skill requirements.
Work attitude and level of cooperation during the work process.
These requirements are collectively referred to as candidate competency requirements, including qualifications, skills, and professional personality traits.
Some occupations have specific requirements regarding work processes or information security based on the nature of the industry.
1.4. Benefits:
This is one of the sections candidates care about most. It indicates how highly the business values the position and, consequently, how much it values the candidate.
The benefits for this position include base salary , insurance coverage, bonuses, and the conditions or roadmap for salary increases and bonuses.
There may also be benefits involving the use of workplace equipment or company facilities outside working hours.
For example: sports facilities for employees after work. These may provide recreation, as well as opportunities to build and develop relationships. Some service facility systems also allow employees to use services free of charge, within limits, across the same system if they meet certain criteria.
Differences in employee benefits demonstrate flexibility and concern for employees’ individual needs and motivation within the business.
2. Other information in a job description
A job description is more effective when, in addition to basic information, it enables recruiters and applicants to learn the following:
- Candidates can assess their own suitability for the position.
- Candidates gain a clear picture of the work they will do in the future. This is especially useful for recent graduates or people entering a new field, as it shows them the reality of the job. Otherwise, they may apply and be hired but fail to adapt because the job description differs greatly from the actual work.
- Candidates can assess the company’s professionalism and, most importantly, see the opportunities and career path available if they become official employees.
- The job description demonstrates the company’s professionalism and clarity.
- Recruiters clearly describe the type of employee the business is seeking instead of listing excessive requirements that encourage candidates to submit applications indiscriminately.
- Reduce the time spent filtering incomplete CVs that do not meet the requirements.
II. Process for developing a job description
- Collect information about the position for which a job description needs to be developed.
This information usually comes from the departments that need to recruit and is sent to HR to develop a recruitment plan.
- List the duties and responsibilities of the job in a logical, clear, and easy-to-understand order.
At this stage, the recruiter should discuss the role with and consult the specialist department. The specialist department understands best what it requires from the employee it wants to hire, especially in highly specialized fields.
- Provide information and candidate requirements that align with the company culture or the culture of a specific department or team.
- Calculate the available budget for this position and its accompanying benefits.
- The 5W1H principle provides significant support during the development of a job description and throughout the recruitment process.
III. Some difficulties in developing a job description
Job descriptions often focus on professional expertise and place little emphasis on professional personality traits. This may result in candidates who have the right capabilities but later fail to adapt to the nature of the industry and the company culture.
A limited recruitment budget makes the benefits less attractive. The JD will attract fewer candidates and be less competitive than those of competitors.
For some highly specialized jobs, the recruiter’s limited knowledge of the position can make developing a job description difficult. Therefore, there must be clear communication between the specialist department head and HR.
IV. Conclusion
Do not follow the routine of using the same old templates repeatedly. Be flexible, make changes, and incorporate genuine value that the business can create for its employees so they can truly contribute and grow sustainably with the company.
Learn more: Some measurement tests used in the recruitment process.
- Uchida-Kraepelin Test (UK Test) from Japan.
- Trait-Map Report – Germany’s workforce personality trends report.
- Motivation Questionnaire (MQ) – Motivation Questionnaire from Germany.
Moving toward the use of tools that support businesses in comprehensively measuring and developing employee capabilities is essential. This begins with recruitment and continues through workforce development and growth. The products provided by VienQuest Institute help businesses understand and manage their workforce quickly, conveniently, and effectively based on scientific analysis.
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