Tips for the employer – making a job profile

The purpose of a job profile or job description is to give the candidates a good idea of where they will be working and what the activities will be. A good job profile also ensures that during the interview with the candidate you can focus on the person and the motivation and spend less time explaining the organisation and the department. In short, the better the job description or the job profile, the more efficient the recruitment procedure will be.

Employer profile

The job description starts with the employer profile. What kind of organisation will the candidate be working in? A good profile can make candidates enthusiastic about the company where they will be working.

Department description

Describe here the activities within the department. The candidate can place the work and responsibilities in the perspective of the department and the organisation. The challenge here is to characterise the ambience of the department. This is relevant, since matching candidate and position is not just about the job requirements and the duties and responsibilities, but also whether the person fits within the team of the department.

Job description

A job description can be as comprehensive or as succinct as you want. As long as it is clear to the reader what the job entails and the expectations of the employer. The candidate must be able to form an accurate picture of what their days will look like. The better the picture that is sketched, the greater the chance that the new employee will be successful once they have started.

Consider the following sections in the job description:

  • Title of the function
  • Position within the organisation and the department
  • Activities
  • Responsibilities and tasks

Responsibilities and tasks

To increase the clarity of the job description, a point-by-point summary of the responsibilities and tasks can be given in this paragraph. This provides definition for the candidates who first scan vacancy texts, before reading the text and delving further into the position.

Job requirements

The job requirements section lists what skills the candidates must have in order to be eligible for the vacancy. Make sure the list does not get too long; the more requirements, the fewer reactions you can expect for a vacancy. Limit yourself to what is really necessary.

Consider the following job requirements:

  • Education
  • Qualifications
  • Work experience
  • Knowledge of the sector
  • Personality
  • Contract form and salary level

Application procedure

Make sure that the timelines of the application procedure are clear. This ensures that your candidate does not drop out early.

A candidate’s three biggest frustrations are:

  • slow or no feedback
  • poor communication
  • delayed decision making.
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