Hiring is not always an easy task. Preparing interviews, discarding candidates and completing paperwork can be a long and boring process, especially when the candidates who intend to fill the vacancy do not fit with the needs of the company. But what would happen if we told you that it is possible to prevent this from happening and hit the nail on the head with just a couple of interviews? Yes, having a good job description can help you quickly find tailored candidates. If you have not yet started paying attention to the descriptions of your vacancies and you have no idea how to prepare them, this publication is for you.

Before starting to interview, it is essential to have a good job description for each unique position. All employees like to know what is expected of them and how they will be evaluated for that, these descriptions can also be of great value to employers.

Creating a job description often results in a reflection process that helps determine how important the job is, how this particular job relates to others, and identifies the characteristics a new employee needs to perform the job.

Why is it important to include a job description when a vacancy is posted?

A job description generally describes the skills, training, and education a prospective employee needs. Explain the duties and responsibilities of the job. Once the job description is prepared, it can serve as a basis for interviewing candidates, guiding a new employee and, finally, evaluating job performance. Using job descriptions is part of good management.

A good job description serves as a reference guide for future candidates, helps maximize the money invested in the compensation of employees by ensuring that the experience and skills needed for the job are detailed and adjusted to potential applicants, works as a basis for developing questions during the interview, it serves as legal documentation for companies and provides a basis for employee reviews (salary increases, goal setting, growth paths, etc.)

What to include in a job description?

An effective job description details the main functions of Jobs in Pakistan, how the tasks will be carried out and the skills necessary to perform the job and anticipate employee growth; that is, a job description is not just an analysis of the position; you should also address possible questions about the position in the future.

Now, let’s see what the components of a job or job description are.

Components of a Job description:

Name of the job

The title of the job and rank or level (if applicable).

Salary range

List the starting salary, the middle range and the high salary (maximum) for the position. You should also include information about how employees may be eligible for additional compensation (ie, sales commissions, performance bonuses, annual increases, etc.)

A summary of the job

One or two sentences that include a general description of duties and responsibilities that the candidate would do.

Functions of the workplace

Usually, this section is the longest. It details what the work really involves and can be quite specific. This section should detail all supervisory functions in addition to being as specific as possible describing the tasks that the employee will face every day. This list should cover each activity that will take 5% or more of the employee’s time and include any responsibility that the employee may have to meet certain objectives.

This section is also the best place to indicate if the person will deal with clients, the public or only internal employees. You can also use this section to prioritize activities.

Attributes needed to fill the vacancy

Be as specific as possible by detailing the experience and skills required to perform the job. For example, if the position requires the use of a computer, list the type of software or hardware used to perform the job. If the position involves the use of machinery (or computers), spell what type of machines or software the employee will use. It is also necessary to detail any technical or educational requirement that may be critical or desired.

This is also the place to provide some ideas about the type of work environment you are trying to maintain. Is it a pure business, or should the person be able to contribute to the overall spirit of the organization?


This section provides a detailed description of all the functions that the employee will have. It must include its own supervisory roles (if any) as well as those who are directly and indirectly subordinated. If the employee must work with other employees or departments, include that information as well.

It is useful to include a corporate organization chart that represents all positions in the company and its hierarchy.

Evaluation criteria

The more specific you can be, the better. Writing this section will probably allow you to define what is most important for the organization and for the employee. Try to make sure that the evaluation criteria of the position promote the type of activities to improve the success of the business. It also provides details on when the evaluations will be carried out.

Workplace and river time

Mention the physical location of the job, the days and hours of the job and include any possible time that may be required to perform the job.

Job descriptions in a company are more important than they appear. Go ahead and improve your job descriptions and you will see how hiring can no longer be seen as a boring and burdensome process. In addition, you can count on the support of technologies to make the contracting experience positive for all.

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