The Language of Job Descriptions -- Be Specific

"SillySongs is a new guild for bards who want to work towards high-level raiding with other players who love '80s music. We're more interested in how we sound than how we look. Raiding mostly on weeknights PST -- look for us on the Contralto server."

If you love acid rock and would much rather hit a mob than sing it to sleep, SillySongs probably isn't for you, but you wouldn't have known that if they hadn't been specific in their guild recruitment notice. To prevent misunderstandings, take the extra time to write an accurate job description, including the job title. Use action verbs in the job description but try to avoid industry jargon like "liaise" or "interface" when you really mean "mediate" and "interact." Some companies still actually use the catch-all phrase "and other tasks as deemed necessary or appropriate by management" but do yourself and the candidate a favor by trying to be more specific.

• Be sure that the job description is as accurate as possible
• Make job titles sound upwardly mobile (but only if they really are!) This encourages people to grow into them.
• The job's overall responsibilities (but keep them reasonable!)
• A list of the chief tasks and activities, i.e., "serve customers from 9 a.m. to 5 p.m. M-F."
• Are overtime and/or travel required?
• Does the job call for any particular technical or educational expertise?
• What is the most challenging part of the job?

Writing an accurate job description helps you get the right information out there when the job is advertised, and (optimistically) enables you to hire the right person. When describing major responsibilities, give a few details about what the employee is expected to achieve. Use action verbs and structure; avoid passive sentence structure because it's weak and makes the job environment sound stilted and formal.

Points to Remember

• Not every job needs a new person and not all vacancies can be filled.
• Changes in our industry occur so fast that the need for the job may exist for only a short time.
• Don't exaggerate the job description to drive people away.
• A vacancy can be an opportunity to redefine job responsibilities.
• If you can't find the right candidate, revise the job description.
• Working unfulfilled tasks and duties into a job description is an option as long as you're ready to adjust compensation as well.
• Even if you want to hire someone in-house, don't be afraid to write a realistic job description -- you might find someone even better!
• Consider alternatives to "traditional" full-time hires.