How To Hire Your Perfect Next Employee Series: How to Create a Job Description

How To Hire Your Perfect Next Employee Series: How to Create a Job Description

This is the first post in the ApplicantStack series: Hiring Your Perfect Next Employee: The Ultimate Guide.

We’ll show you how to create and manage job descriptions with ApplicantStack Recruit.

Before we continue, let’s review where we are in the series:

How do you create a job description with ApplicantStack Recruit?

Before we answer that, let’s define a job description. So we know exactly what we’re talking about.

What is a job description?

A job description is a formal listing of the specific responsibilities and important details about an employment position.

A good job description will:

  • Define the job responsibilities
  • Reduce the applicant pool to those who qualify
  • Introduce the applicant to the company and its culture

Creating a job description is the first step in the hiring process. It’s critical to get it right. The job description is your first opportunity to attract qualified candidates.

It’s also the first step in your filtering process. A good job description will filter out applicants who  aren’t qualified. It should also discourage candidates who aren’t a good cultural fit. That way, you won’t waste any time on unqualified applicants. And poor-fit job seekers won’t waste time applying.

How to Write a Job Description

First, define the basic information about the position. This is easy: company name, job location, and job title.

Next, identify the specific skills and qualifications the position requires.

Describing job skills isn’t always straightforward. You can get ideas by searching the web for examples. LinkedIn, JuJu and CareerBuilder are all good places to see how other companies are doing it.

Keep it simple and to the point. Include enough detail to attract a good applicant pool. Make sure the description fits your company personality.

Here are the elements:

  1. Job location
  2. Job title
  3. List of job responsibilities
  4. List of candidate requirements
  5. List of desired candidate credentials
  6. Statement about company and benefits
  7. EEOC statement

Avoid acronyms, jargon, and overly-creative job titles. Be clear and concise. Don’t make it difficult for applicants to know if they want to apply. You might call your website manager a Digital Alchemist. Don’t do it in a job description.

Get Feedback From Every Member of Your Hiring Team

Get team input before you write your first draft. Talk to the hiring manager (if it’s not you), team lead, and some competent employees with the same (or similar) job. Solicit continuing feedback as you refine your job description. This is important. Be thorough at this stage and it will save you time later.

How to Create a Job Description with ApplicantStack Recruit

In ApplicantStack, you can start from a blank form or use the basic template. Using the template makes it easier when you want to create similar jobs.

Enter The Job Specifics

First, you open the jobs section from the main dashboard.

It looks like this:

 

Create a Job

 

 

 

Enter all of your information in the corresponding fields.

If you start from the blank form, it will open the ApplicantStack text editor. The text editor has all the necessary functions and is easy to use.

 

job description

 

 

When creating job descriptions, use the same basic layout for all of them. You will have a consistent brand across all postings and marketing channels.

Select the Job Owner and Hiring Manager

When you’ve entered your job description, select the job owner and hiring manager. ApplicantStack lets all members of your hiring team collaborate efficiently. By assigning jobs, everyone stays organized. Your team won’t waste time duplicating work.

Store Your Job Description

Once you have your job description ready, store it in a place that will be useful. With ApplicantStack you can create and store your growing library of job descriptions. Now they’ll be on-hand whenever you need them. You will never waste time searching for a job description you wrote last year.

In this video, you can see how easy it is to create a job description in ApplicantStack Recruit.

Let’s review the benefits of creating job descriptions in ApplicantStack Recruit:

  • Templates save time when creating and updating job descriptions
  • You can maintain a consistent layout for all job descriptions
  • Store all job descriptions in a central location
  • Access your job descriptions from any connected device
  • Quickly search existing descriptions regardless of the size of your job description database
  • Your hiring team can easily collaborate in the system

ApplicantStack Recruit manages all phases of the hiring process. Creating a good job description helps you hire your perfect next employee.

The Most Advanced Applicant Tracking Technology

With ApplicantStack Recruit, you can incorporate the best hiring practices with the most advanced applicant tracking technology:

  • Hire quality employees faster
    • Create templates for job descriptions, emails, applications, pre-screening questionnaires
    • Manage multiple job postings
    • Post to multiple job boards
  • Create custom hiring workflows
    • Assign users to tasks
  • Intelligent screening improves the quality of new hires
  • Track hiring KPIs
  • Create a pool of passive applicants
  • Maintain compliance with hiring laws

Our next post in the series will show you how to do pre-screener preparation.

Stay tuned! Our next ultimate how-to guide will show you how to onboard your perfect next employee with our integrated onboarding system: ApplicantStack Onboard.

Take a look at this entire series as an infographic!

How To Hire Your Perfect Next Employee Series: How To Do Prescreening Preparation

How To Hire Your Perfect Next Employee Series: How To Do Prescreening Preparation

 

This is the second post in our series: Hiring Your Perfect Next Employee: The Ultimate GuideIn today’s post, we will show you how to do prescreening prep in ApplicantStack Recruit.

Before we continue, let’s review where we are in the series:

What is Prescreening Preparation For a Job Posting?

Prescreening prep defines scoring criteria for filtering and hiring applicants.

These are the steps:

  1. Create an application and/or questionnaire in ApplicantStack
  2. Determine the scoring system for the questions in ApplicantStack

Why does prescreening prep come before posting the job? Once you begin the process, you are competing with other employers to find great candidates. Take the time up front so you don’t slow yourself down after the start.

Plus, you can still make changes to your job description if necessary because you haven’t already posted it.

ApplicantStack makes prescreening preparation quick and easy.

Create Your Perfect Screening Questions

You should have a list of job requirements from your job description. Using the requirements, create a questionnaire in ApplicantStack. The candidate will complete the questionnaire before you decide whether to interview him/her.

In the questionnaire form, write a question and answer for each requirement. The question should reveal whether a candidate meets the requirement.

ApplicantStack provides several ways to structure your screening questions:

  • Yes/No answer (binary choice)
  • Multiple Choice
    • Select One answer from multiple choices
    • Select Many from multiple choices
  • Essay-Type
    • Single-line Text
    • Multi-line Text
  • Enter Date
  • Choose File Type
    • Allows applicant to upload a file and designate the file format
  • Electronic Signature

ApplicantStack allows you to create the ideal questionnaire for your hiring needs.

Apply Scoring Criteria For Job Applications

In ApplicantStack, you create scoring rules for resumes, applications, and questionnaires. There are two ways to score each question: 1. Assign a numeric point value or 2. Designate it as a knockout question. You can also apply scoring rules to keywords in resumes.

ApplicantStack Recruit Automates Candidate Scoring

When the applications start coming in, ApplicantStack will score them automatically using your rules. The system will calculate a total score for each applicant. This serves as a first pass assessment of the candidate’s match to the position. It will also eliminate applicants with knock-out questions.

Questionnaires and scoring in ApplicantStack make it easier for you to focus on top scoring candidates.

Work Efficiently as a Team in ApplicantStack

Make sure that you alert the people on your team who will be involved in the evaluation and selection processes. They need to know:

  • The evaluation criteria
  • Their roles and responsibilities
  • How the process will work
  • How to keep the process moving

ApplicantStack streamlines the entire process. It also creates the ideal applicant journey. You can see the scoring criteria in the system. Workflow checklists show where each applicant is in the process. Assign tasks to team members so everyone knows what they are supposed to do. Each member of the hiring team can add notes for all to see.

To recap, here are the benefits of doing prescreening prep with ApplicantStack Recruit:

  • ApplicantStack automatically scores applications and questionnaires
  • ApplicantStack eliminates unqualified candidates before you spend time on them
  • By automating the scoring process, you can spend your time focusing on the top scoring candidates
  • ApplicantStack questionnaires help create an ideal applicant journey

In the next post in our Hiring Your Perfect Next Employee: The Ultimate Guide series, we will show you how ApplicantStack posts to the top job boards.

Take a look at this entire series as an infographic!