The problem with using templates for job descriptions is that templates often have a number of basic functions that are not relevant to the needs of the job. They also might have a lot of detail that are irrelevant to the job in question. This makes it difficult to create a job description which is both concise and relevant.
Job description templates are not, in themselves, bad. However, they are often used by employers without regard to the needs of the job and the skills and experience required. This will result in irrelavant job applications, confusion of the requirements and lack of clarity from the hiring manager on what to expect from the candidate.
One of the most important things, for example, is the skill level of the candidate. If the candidate is a beginner, then it is not appropriate to offer them a position which requires a lot of experience.
There are a number of steps that can be taken to create a job description.
1) Identify the skills and requirements of the job.
These skills and requirements should be translated into a list of skills and requirements. This list should then be used to come up with a list of ‘requirements’ which is specific to the position.
2) Decide on the skills that the candidate should have.
This will depend on the level of the position. For example, a director with 15 years of experience in the field would require a different skill set than a junior manager who has been in the company for five years.
3) Identify a list of skills and requirements that are common across all levels of experience.
These skills are the ones that are necessary for the job and not specific to the level of experience. How to write a job description? Once the list of skills is created, the job description can be written. The first thing to do is to list the skills that the candidate should have. This list will be followed by the skills that are required for the position.