Creating the perfect job description

We know in the SOS Bookkeeping office that a job description is a crucial document for defining the role’s tasks, describing the type of person you’re looking for, and stating your goals for how this new employee will fit into your company’s current operations.

So, what should you put in your official job description to ensure that you hire the best individual for the job? At SOS Bookkeeping, we’ve compiled some pointers based on our experience putting together our fantastic team to help you navigate the job posting process.

• Who you are as a company: a history of the firm is necessary in order to explain your brand, mission, and activities. You should describe why you’re searching for this new position and how it will benefit company operations since this will assist you to attract the best candidates.
• A job title for the position: the job title should convey the nature of the position and will assist a candidate in understanding what is expected of them. For inspiration, look for comparable careers in your industry online.
• Who will be in charge: It’s critical to describe where the function fits in your company’s structure and to whom the successful candidate will report. This provides an excellent understanding of the company’s major structure. If the job entails supervising other team members or having management duties, make sure to include that.
• The role’s objective: write a clear and succinct paragraph that defines the role’s explicit goal and what the person would be expected to do. This is an important component of the job description, so make sure it’s clear and doesn’t make any assumptions about a candidate’s understanding of your company. Keep things basic and straightforward.
• The compensation range: Because salary is such a key piece of information for many applicants, make it clear what the pay will be if it will be pro-rata, and if it will be paid weekly or monthly. Also, specify whether any business benefits, such as a company pension, health care, medical insurance, or other employee perks, are included.
• Who should apply: provide an outline of who should apply for the position, what experience is required, and what personality attributes a successful applicant will possess. Explain whether you will be offering assistance and/or training, or whether the applicant must have prior experience in a similar position.
• Details on who to contact: what to send (CV, covering email, references, etc.) and where to email these details: be very explicit about who to contact, what to provide (CV, covering email, references, etc.) and where to email these details. Make it clear when the application deadline is and when applicants will receive a response (or if only successful applicants will be contacted etc.)