- The foundation of an effective job ad so you can hire the right people
- A framework to manage the employee(s) in the role
- Clarity for your entire team on what the role entails, why it exists, and how it helps achieve company goals
Key differences between a job description and a job adBefore we jump in, let’s talk about the difference between a job description and a job ad. Here are some important distinctions between the two: To summarize, a job description is a company document describing the ideal candidate internally to your team and a job ad is externally marketing the position to candidates. Nonetheless, both your job ad and even job description should be succinct and direct according to Business News Daily. Now that you know what we’re working on, let’s get started on your job description. Without a doubt, you know your business, so you already understand the high-level objectives of every role. All you have to do is get your ideas in writing. From there, your job descriptions will quickly identify the kind of help you need and provide a foundation on which you can build a team that will help you to accomplish your overall mission.
How to write a great job descriptionGood job descriptions outline the ideal candidate. Below is the outline for a job description.
- Job Title: Determine what role you need to grow your team.
- Reports to: Define who will onboard, train, and supervise their work.
- Job Mission: Describe your purpose for the role.
- Expectations: Outline your expectations on what they will accomplish.
- Job Tasks and Responsibilities: A list of the role’s tasks and purpose statements that align with your expectations.
- Technical Skills: Required skill competencies necessary to do the job
- Qualifications: Experience and accreditation requirements
- Team Core Values: Qualities you expect in all team members
- Personality Profile: Know the behaviors and motivations of ideal performers.
Job titleWhen naming the position, there are two ways to go: In other words, formal or ‘niche.’ Your position title can be self-explanatory or you can use terminology that will make sense only to your internal team. For example, if you were creating a role for an Inside Sales Agent, you can use ‘ISA’ as the title of your job description and put it on your organizational chart if that’s what you plan to call the individuals performing the role. In the meantime, questions to answer when creating a job title:
- Do you want everyone to understand the job title immediately or would you rather create a title that’s meaningful just to your team?
- What will work with the organizational chart you are building?
Who they report toNow that we’ve covered some essential questions. We now have to ask ourselves, who they’ll report to. Think about the big picture. In short, everyone reports to someone, and ideally, the person the employee reports to will onboard, train, and then supervise. Your first employee(s) will most likely report to you. Then eventually, employees will ideally report to others. Questions to answer when deciding who they will report to:
- Is it feasible that every employee reports to you?
- What’s your ideal scenario on who will onboard, train and supervise them?
MissionSummarize the position’s core mission. On a very high level, you need to determine what they will be paid to accomplish and how they should do it. Include basic goals of the role that focus on outcomes. If you are a small business owner, each employee should take some tasks off your plate. Likewise, make sure the job’s mission is working towards the same larger company goals. For instance, questions to answer when documenting the Mission for this position:
- What are the basic goals for the people in this role?
- What broad areas will they address in their daily activities?
- To plan and achieve prospecting and sales targets.
- To provide a first-class experience to all customers that enhances the company brand.
- To pre-qualify buyers, understand the needs of sellers, and negotiate sales effectively.
ExpectationsFirst, imagine a top performer in this role. Secondly, take the mission you just identified and determine how you want that person to accomplish those goals on a regular basis. Thirdly, think about the standards you want to set for the position. From there, list the expectations you have for a top performer. Questions to answer when considering Expectations:
- What would a top performer in this role get done regularly?
- What achievement standards are needed to accomplish company goals?
- Respond to emails within 24 hours
- Ramp into production 30 days after hire
- Exceed monthly sales quota by 2%
- Make 50 calls per day
- Achieve a 95% or higher accuracy rate
- Meet or exceed monthly department goals
Tasks and responsibilitiesAbove all, create a list of tasks to be done. Another thing to consider is each task should have a specific purpose. For instance, pair each task with a purpose statement, then make sure the responsibilities align with the expectations you’ve just identified. Instead of creating a laundry list of duties of mundane tasks, think deeply about exactly what you see them doing and why it’s important. This helps your team understand why this position is necessary to achieve the greater goal while also getting buy-in from your team. Buy-in equals engagement. Strive for no more than 5-7 clear and direct task and purpose statements. Keep your list concise by grouping similar activities and goals together. Questions to answer when creating a comprehensive list of tasks and responsibilities:
- What are the tasks you want this person to address each day?
- What is the purpose of each task?
- Prospect for and engage with clients to build and manage a pipeline of future clients
- Follow scripts and plan to achieve productivity, appointment setting, and revenue targets
- Cold calling and responding efficiently to customer inquiries to achieve improved customer satisfaction ratings
- Outbound calling, e-mail communication, coordination to schedule appointments
- Accurately qualify potential customers and track metrics to ensure weekly goal attainment
- Participate in regular training and education requirements to continuously improve skills
Technical skillsConvey the must-have skills and knowledge everyone in this position will need to master to accomplish the tasks and responsibilities you’ve identified above. This section will contain the required skill competencies and job requirements necessary to succeed in the role. In order to determine the necessary technical skills ask these questions:
- What skills are needed to accomplish the position’s tasks?
- What basic knowledge is needed by everyone in the role?
- Customer/client database management
- 2+ years of sales experience
- Real Estate license
- Lead qualification (BANT)
- Rapport building and active listening
- Objection handling
- Clear communication skills
- Calendar management
QualificationsInclude the necessary credentials for a position such as a number of years of experience in a similar position, licensing requirements, or a certain level of education and/or knowledge of a particular software/machinery. Setting these standards ensures a well-qualified team. Equally, important are the questions to answer when writing job qualifications:
- What will qualified individuals have credentials or need to know?
- What educational, experiential, or licensing requirements are important?
Team core valuesTake the time to think about which core values you expect from every individual in this role. Values will help you create the best culture for your team. A team with a culture that’s appreciated by all of its employees always comes out on top.
|Conscientious||Intellectually Curious||Strategic Thinking/Visioning|
- What qualities do you expect in all team members?
- If all team members possess these qualities, would the team succeed?
Personality profileIdentify the mission, tasks, and qualifications for the role, it’s now time to decide the behaviors and motivators of the ideal candidate. With this purpose in mind, Wizehire has created personality benchmarks for many roles using our proprietary DISC behavioral assessment. Specifically paying attention to how they would interact with not only the team, and in their role, but also why they’re motivated to act in that way. Because knowing the preferred behaviors and motivations of your team members will help to keep them engaged and operating at peak capacity. In Addition, ask yourself and/ or the hiring team these specific questions to answer when considering the ideal personality profile:
- How will a top performer in the role act?
- What qualities will motivate them to perform?
Putting it all together for an exceptional job descriptionCurious about how each section comes together in a comprehensive job description? Here’s an example job description for an Inside Sales Agent Job Description to show you how it all comes together. Download sample job description Each section of a compelling job description can be filled in with the prompts from this guide. Here’s a checklist to remember all of the questions and tips.
- Job Title/Reports to
- Question to ask: What type of help do you need and who will supervise their work?
- Tip: Self-explanatory or ‘niche’.
- Question to ask: What will they do and how will they do it?
- Tip: Keep it broad.
- Question to ask: What are your expectations for top performance?
- Tip: Set achievement standards.
- Tasks and responsibilities
- Questions to ask: What are the role’s tasks? What is the purpose of each task?
- Tip: Group similar activities.
- Technical skills
- Question to ask: What are the required skill competencies to do the job?
- Tip: List only must-have skills.
- Question to ask: What do good candidates need to have/know?
- Tip: Educational, experiential, and/or licensing requirements.
- Team core values
- Question to ask: What qualities should all team members possess?
- Tip: Use these 5 Core Values to build your team’s culture.
- Personality profile
- Question to ask: What are the top behavioral and motivational qualities?
- Tip: Use a personality assessment (Wizehire does this for you!).