What are the key elements of a job description for screening purposes?

1 Job title

The job title is the first thing that potential candidates see when they search for jobs online. It should be clear, concise, and accurate, reflecting the level and nature of the role. Avoid vague, generic, or misleading titles that can confuse or discourage applicants. For example, instead of "Marketing Manager", use "Digital Marketing Manager" or "Marketing Manager - E-commerce". Also, avoid using internal jargon, acronyms, or abbreviations that outsiders may not understand.

2 Job summary

The job summary is a brief overview of the main purpose, scope, and responsibilities of the role. It should highlight what the job entails, why it is important, and how it contributes to the organization's goals. The job summary should also include some information about the work environment, culture, and values of the organization. The job summary should be engaging, informative, and relevant, capturing the attention and interest of the ideal candidate.

3 Job duties

The job duties are the specific tasks and activities that the role requires. They should be detailed, realistic, and measurable, describing what the candidate will do, how they will do it, and what outcomes they will achieve. The job duties should also align with the job summary and the job title, creating a clear and consistent picture of the role. The job duties should be organized in order of priority or frequency, using action verbs and bullet points for clarity and readability.

4 Job qualifications

The job qualifications are the minimum requirements that the candidate must have to perform the role effectively. They should include the education, skills, experience, certifications, licenses, or other credentials that are essential or desirable for the role. The job qualifications should be specific, relevant, and realistic, avoiding unnecessary or unrealistic criteria that can limit your talent pool or cause legal issues. The job qualifications should also be divided into two categories: mandatory and preferred, indicating the level of importance and flexibility for each criterion.

5 Job benefits

The job benefits are the rewards and incentives that the organization offers to the candidate in exchange for their work. They should include the compensation, perks, recognition, development, or other opportunities that are attractive and competitive for the role. The job benefits should also reflect the organization's culture, values, and brand, showcasing what makes it a great place to work. The job benefits should be clear, concise, and factual, avoiding exaggeration or false promises.

6 Job application

The job application is the process and instructions that the candidate must follow to apply for the role. It should include the contact details, deadlines, documents, or other steps that are required or optional for the application. The job application should also specify the screening methods, criteria, or tools that the organization will use to evaluate the candidates, such as resumes, cover letters, tests, interviews, or references. The job application should be simple, easy, and user-friendly, encouraging qualified candidates to apply and reducing drop-off rates.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?