Retail Observer

RETAILOBSERVER.COM JULY 2023 54 T he thought of hiring a new employee – for any position – can be daunting. Where do you start? How do you attract the best talent and weed out the candidates who aren't the right fit for the role and your company? While there are many nuances and best practices in hiring, it's essential to start with a solid, well-written job description. The job description is a useful tool that explains the tasks, duties, functions, and responsibilities of the open position – it also highlights the culture and work environment for potential employees and can help communicate your value proposition and employer brand, screen and evaluate applicants based on relevant criteria and competencies, and align employee performance and goals with your organizational vision and strategy – all while supporting employee development and career progression. It seems like a lot to fit into a description, but remember, this is the first impression a potential candidate will have of your company, so it's vital that the description should sell the role, your company, and appropriately highlight the overall needs. Here are some key aspects you should include in your job descriptions to attract not just the best applicants, but the right talents: 1. What sets your company apart? Before you dive into the job responsibilities and qualifications, highlight your company's mission and what sets you apart from the rest. Your culture is key, and most employees are declining higher-paying roles to pivot to a company with a better culture fit. You have a story. Tell it. Own it. Share it. Your story is what will attract a candidate who'll fit well into your work culture and value the same things you do. 2. Job Title The job title should be descriptive and consistent with the industry and market standards. Avoid using jargon, acronyms, or internal codes that might confuse or mislead applicants. Be careful to avoid inflated or generic titles that will create unrealistic expectations or understate the value of the position. You can do a little investigating of similar roles and see which titles are being used that align with what you're wanting to achieve. 3. Job Summary This section is a brief overview of the role, its purpose, and its impact on the organization. While it may seem like you should include absolutely everything about the position, it should only highlight the main functions and objectives of the role. Also, be sure to highlight any skills, experience, and attributes that are required to be successful. Here you should also convey how the role fits into your mission and vision for the overall success of the company. 4. Job Duties Be sure to outline the specific tasks and responsibilities the role entails, as well as the expected outcomes and results. It should be clear, comprehensive, and realistic, and it should reflect the current and future needs of the role and the organization. Think immediate needs as well as long-term to ensure growth in the role. The key is retention and keeping employees engaged and challenged throughout their tenure. 5. Job Qualifications Highlight the minimum and preferred requirements for the role, including education, training, certification, experience, skills, knowledge, and abilities. Be flexible and inclusive and avoid setting unrealistic or unnecessary criteria that might exclude or discourage qualified and diverse candidates. Many candidates don't apply for a role unless they meet all of the qualifications, so get creative about what you include and the language you use. 6. Job Benefits Here you get to showcase the rewards and incentives that you offer your employees, such as salary, bonuses, commissions, health insurance, retirement plans, paid time off, flexible work arrangements, professional development opportunities, recog- nition programs, and employee wellness initiatives. While this list is not exhaustive, by following these six key points you'll be well on your way to a well-written, attractive job description. 6 KEY ELEMENTS OF A WELL-WRITTEN JOB DESCRIPTION Genevieve Condon Hiring Trends Genevieve Condon, Director, Talent Strategy and Employee Engagement at Nationwide Marketing Group RO

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