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 talent acquisition specialist 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 Specialist Job Description
Our talent acquisition specialist will take care of a variety of hiring tasks within our organization. They’ll need to confer with department heads to learn more about their specific needs, and they’ll also need to forecast the talent the company will need based on company performance. The specialist will play a part in sourcing candidates, evaluating talent, and interviewing potential employees. They’ll assess industry trends that will determine how our talent acquisition process will look in the future. We need them to keep our compensation packages competitive in order to attract the best possible candidates.
- Working with hiring managers and department heads
- Building candidate short-lists from a variety of sources
- Assessing current and future hiring needs based on feedback
- Advising leaders of hiring trends and developing potential solutions
- Evaluating candidates based on their resume, personality, and expectations
- Explaining compensation packages and responsibilities to candidates
- Screening and interviewing candidates
- Building a contact list of potential talent
- Assisting with the onboarding process and preparing paperwork
- Studying new industry trends and adjusting the hiring process as needed
- Maintaining relationships with all partners (e.g., hiring managers, job fair coordinators, etc.)
- Participating and planning special hiring events
Necessary Skills & Qualifications:
- At least 1 year of experience as a recruiter or talent acquisition coordinator
- Strong HR knowledge
- Excellent interpersonal skills
- Clear written and verbal communication
- Familiarity with ATS, resume databases, and Microsoft Office software
- General knowledge of labor legislation
- Bachelor’s degree in HR, communication, or a psychology-related field
Preferred Skills & Qualifications:
- Professional Human Resources (PHR) certification
- Formal legal training in labor law
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.