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Job Descriptions: be Honest and make them Inspiring!

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Posted: 27th Sep 2016  |  Share this Article:

Job descriptions can be very uninspiring……

Generic words on paper which does little to bring alive the role and responsibilities of potentially the best role on this planet.


Why are job descriptions so uninspiring?


Why is that!

Companies and recruiters spend a lot of time and money attracting the best talent.  But how long do they invest in writing the job description.

Generic job descriptions are unimaginative and reflects badly on the company.

To attract the right person the job description needs to reflect the role accurately. By using industry standard keywords and honesty about what the role entails not jargon.  In some instances this may not work due to the creativity that is required of the job holder. Or the freedom needed to take the position to a new direction.

We need to change the mind set.

We need to  view the job description as a blank canvas, your Monet, Picasso or van Gogh. Take your time, gather some inspiration, add as much detail about the role, requirements, expectations and illustrate the career opportunity. Also include a summary of the culture, the team and company objectives. Each person that reads your job description should immediately want to apply and become part of your team and organisation.

The good, exciting and challenging parts of the role should be laid bear in print, the not so bad part,  which could be the monotonous tasks. The tasks should be explained in similar detail to the exciting elements.  Then there is the ugly, do not take this literally. Your role may be immune from this, although I doubt it.  This describes the task or an element of the role which is important but people hate doing. Lets stop sweeping it under the carpet and add it to the job spec. Honesty is an attribute that will attract people to your organisation. At least you are both clear on the expectations of the role.  And you are not recruiting someone under the false pretext of a ‘dressed up/untruthful’ document. Which would be disastrous and costly. Eventually they will leave, and you will need to start the recruitment process all over again….sigh…..

It is time we described as best as possible what a role actually entailed, took the time to include all  aspects of the role and not the tasks that you feel are relevant. I understand in some instances this may not work due to the creativity that is required of the job holder. Or the freedom needed to take the position to a new direction.

At least try to make job descriptions more inspiringyou and your business will be the beneficiaries as you will attract the best people for your roles.







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Vivien Edwards

Written by

Vivien Edwards

Cornerstone42 founder

Vivien has nearly 20 years administrative experience covering project and event management, recruitment, training and development, mentorship and supervisory for other admins.

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