Hiring new employees can be a difficult and frustrating process. Don’t be tempted to recruit the first person who walks through the door, just to get it over with. Instead, ease the process by first typing up a proper and effective job description. Remember, a first-rate job description will yield first-rate results.

1. Create a job title. You should also include the specific department, who the employee will report to, and who he/she will consult with (these are people the employee will work with on a regular basis).

2. Outline the tasks the employer is required to do. This includes mental/physical tasks like planning, managing, cleaning, running errands, or lifting. Be sure to address overall responsibilities and key responsibilities and the methods through which the job will be done (equipment, computer programs, etc). An explanation as to why the position actually exists will give the reader an idea of how the job will relate to other workers. Don’t forget to state the environmental working conditions and possible occupational hazards. 
 
3. Make a list of requirements. Decide what set of skills are needed to accomplish and fulfill the needs of the job position. Include educational and experience requirements, degrees, certification, credentials, training, languages, knowledge, and personality traits. It is also helpful to list any skills or training that are beneficial to the position, but are not required. Be sure not to discriminate against certain age groups, race, or religion, sex, or disabilities—this is considered illegal because a job description is generally classified as a legal document.  

4. Be specific! Too often to job descriptions contain generic, common terms and phrases that do a poor job of illustrating what an employee is actually supposed to do. Instead of writing “computer literate” try “proficient with Microsoft Office, Adobe Photoshop, and Quickbooks”. Or replace “good communication skills” with “must have professional phone manners and the ability to communicate technical information to non-technical audiences.”

5. Keep it real. It is important to be detailed, but make sure the job you are describing is doable. Be realistic and don’t create a position that only a few people will be able to fill. Your objective is to find as many qualified applicants as possible, so don’t make the job description sound too overbearing or unachievable.