WHAT TO INCLUDE IN A JOB DESCRIPTION
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)
Talent Acquisition Coordinator Job Description
Below is our talent acquisition coordinator 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.
Talent Acquisition Coordinator Job Description
Our talent acquisition coordinator will take the lead when onboarding new talent. From preparing the job description to reviewing the final paperwork with the chosen candidate, the coordinator needs to ensure that each step is properly followed. They’ll need to comply with labor legislation and company regulations alike. We need them to be extremely intuitive and detail-oriented, as they’ll be asked to streamline the hiring process while making difficult decisions about which candidates should advance to the next level.
- Assessing company hiring needs
- Finding candidates from a variety of sources
- Writing job descriptions and updating listings
- Organizing candidate contact information and employee history
- Writing job offers
- Designing and explaining employee referral rewards
- Collecting candidate feedback
- Performing background checks
- Contacting and coordinating candidate interviews
- Running hiring metrics and analyzing results
- Streamlining hiring for efficiency
- Preparing candidate paperwork and assisting in onboarding
- Building relationships with key talent and maintaining contact lists
Necessary Skills & Qualifications:
- At least 3 years of experience in a consultant or general recruiter role
- Strong interpersonal skills
- Familiarity with hiring technology (e.g., ATS, resume databases, etc.)
- Excellent verbal and written communication
- Experience drafting new-hire paperwork
- Basic knowledge of labor legislation
- Bachelor’s degree in HR, psychology, or a communications-related field
Preferred Skills & Qualifications:
- At least 1 year of experience as a lead recruiter
- Formal legal training in onboarding laws
3 STEPS TO TAKE WHEN HIRING EMPLOYEES
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.