A good job description should include a company overview and job overview, as well as an explanation of the associated responsibilities, skills & qualifications, and work environment. Below are some general guidelines for writing each of these sections effectively.
1. COMPANY OVERVIEW
Providing an accurate, concise description of your business is a great way to attract the right employees. Think of this section as an advertisement for your company -- why should prospective employees want to join your team?
Some useful things to include here are:
- Core company values
- Mission statement
- Brief history of your organization
- Anticipated growth
- Business goals
2. JOB OVERVIEW
In a few sentences, describe the purpose, importance, and fundamental qualities of the position being offered. No need to be too specific or comprehensive here -- the idea is to provide a zoomed-out image of the role the applicant would be filling in your company.
This is where you’ll outline the specific day-to-day responsibilities of the job. Bullet-point format is typically the most practical way to present this information.
4. NECESSARY SKILLS & QUALIFICATIONS
List in bulleted format the skills & qualifications that are absolutely essential to this position. Consider as many specific conditions of the job as possible in order to create a complete list of qualifications an applicant must have in order to succeed.
5. PREFERRED SKILLS & QUALIFICATIONS
List in bulleted format the skills & qualifications that are not essential, but would make an applicant more eligible for the position being offered.
6. WORK ENVIRONMENT
Describe the environment in which the applicant would be spending most of their time. In this description, include information about:
- Company culture
- Pace of work
- Amount of collaborative vs. independent activity
- Who the employee will report to (or vice versa)
Below is our modeling talent manager job description. You can post it as-is to an online job board like ZipRecruiter, or download and customize it to match the unique aspects of your business. Keep in mind that adding a custom company overview and description of the work environment (outlined above) will help you draw in the right applicants.
Modeling Talent Manager Job Description
Model Talent Managers are responsible for finding the best possible models for our agency. They need to have an eye to spot a variety of looks to give our clients the best possible edge when advertising their goods and services. As the industry evolves, clients are looking for diversity in their models so that their customers can better relate to their brand. Our Talent Managers need to align their expectations to fit our clients’ needs. In addition to assessing the talent, Talent Managers will also be in charge in booking performances, arranging meetings, and coordinating auditions. They’ll develop the relationships between models, clients, and venue staff to facilitate jobs and keep everyone on the same page.
- Meeting with clients to determine their specific needs
- Promoting the agency by highlighting how models can fulfill client expectations
- Working with the agency director to establish productivity goals
- Facilitating auditions between models and clients
- Conferring with the marketing team to develop new advertising strategies
- Making travel arrangements for models
- Developing strong relationships with photographers, stylists, and clients
- Carefully documenting all financial matters
- Suggesting new avenues of growth based on industry trends
- Communicating with vendors during special events
Necessary Skills & Qualifications:
- At least 1 year of experience as a Model Talent Manager
- Excellent interpersonal, networking, and customer service skills
- Strong instincts to spot up-and-coming talent
- Understanding of basic accounting principles
- Experience coaching talent to reach their highest potential
- Comfortable advising and negotiating with clients at a high level
- Bachelor’s degree in fashion- or business-related field (or equivalent experience)
Preferred Skills & Qualifications:
- MBA or master’s degree in marketing or fashion
- At least 1 year of experience in a supervisory role
ENSURE LEGAL COMPLIANCE
Hiring employees can be an intimidating and time-consuming process, but it doesn’t have to be. We’ve created a hiring compliance checklist to help you get over the legal hurdles with ease. From obtaining an Employer Identification Number (EIN) to confirming work eligibility, our guide covers everything you need to know.
SET UP PAYROLL
Even if your business only has a few employees, setting up a payroll service can save you time for running your business and also ensure that your company is compliant with important federal requirements, such as employee withholding.
We recommend Gusto, a user-friendly payroll platform for small businesses. Try out their services and get one month free.
ACQUIRE WORKERS' COMP INSURANCE
Workers’ compensation insurance provides financial and legal protection for your business and its employees.
Whether or not you need workers’ comp insurance for your company depends on the nature of the job, the employer-employee relationship, and the unique regulations of your state.