What is a job description? And how can it be written with AI?

What is a job description?

A job description is a document that describes a position in an organization. It typically contains information about the purpose of the position, main responsibilities, tasks, and skill requirements. A good job description is more than just a job advertisement; it is a tool for recruiting the best talent, providing targeted training and development, and identifying and challenging the potential of your employees.

In the video below, a five-minute job description is created based on your values and competency framework:

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The purpose of a job description

1. Recruit the best talent : A clear and precise job description helps you attract candidates who have the right qualifications and skills.
2. Offer targeted training and development : By identifying the required competencies and skills, you can customize training programs to ensure your employees have what they need to succeed.
3. Identify and challenge the potential of your employees : A good job description can help you identify strengths and weaknesses among your employees, and provide them with opportunities for further development.

Why are competency and skill requirements crucial in a job description?

A good job description is more than just a list of duties and responsibilities. It is a strategic tool that helps companies attract the right candidates, set clear expectations, and ensure that employees have the necessary attributes to succeed in the role. To achieve this, it is crucial that competency and skill requirements are clearly defined in the job description.

What are the competence and skill requirements?

Competence requirements

These are the qualifications and attributes a candidate must have to perform the job effectively. Competency requirements can be divided into two main categories:

1. Tough requirements:
   These are concrete, measurable qualifications such as:
   • Education (e.g., bachelor's or master's degree in a specific field).
   • Experience (e.g. at least 3 years of experience in a specific role or industry).
   • Certifications or licenses (e.g. project manager certification, professional certificate, etc.).
2. Soft requirements:
   These are more subjective characteristics such as:
   • The ability to collaborate in a team.
   • Leadership skills or the ability to motivate others.
   • Problem solving and creative thinking.

Skill requirements

These are the practical skills a candidate must master to perform the job. Skills can also be divided into two categories:

1. Technical skills:
   These are skills related to specific tools, systems or methods, for example:
   • Mastery of programming languages such as Python or Java.
   • Experience with CRM systems such as Salesforce.
   • The ability to use design tools such as Adobe Creative Suite.
2. Transferable skills:
   These are skills that can be used across different roles and industries, for example:
   • Communication (written and oral).
   • Time management and organization.
   • The ability to adapt to changes.

Why is it important to clearly define these requirements?

1. Attracting the right candidates
   When competency and skill requirements are clearly defined, you filter out candidates who are not a good fit for the role. This reduces the number of unwanted applications and makes the recruitment process more efficient.
2. Sets clear expectations
   A clear description of what is expected helps candidates understand whether they are suitable for the role. This reduces the risk of misunderstandings and creates a better match between employer and employee.
3. Provides a concrete starting point for training and development
   By identifying the competencies and skills required, the company can offer targeted training to empower its employees, helping to develop the potential of the organization.
4. Supports the company's long-term goals
   Competency and skill requirements should reflect what the company needs to achieve its strategic goals. For example, if the company wants to digitize its processes, requirements for technical expertise and the ability to adapt to new systems may be crucial.

How should competence and skill requirements be formulated?

To ensure that requirements are clear and relevant, they should:

1. Be specific and measurable :
   Avoid vague language like "good communication skills." Instead, be specific about what this entails, such as: "The ability to present complex ideas in a simple and understandable way to both technical and non-technical stakeholders."
2. Distinguish between "must-have" and "nice-to-have" :
   Not all requirements are equally important. Clarify what is essential to perform the job, and what is desirable but not necessarily required.
3. Reflect the company's needs and values :
   The requirements should align with what the company needs to achieve its goals, as well as its culture and values. For example, if innovation is a core value, creative thinking and the ability to adapt to change may be important requirements.

Example of what this might look like in a job description:

Competence requirements:

• Bachelor's or Master's degree in [relevant field].
• At least 5 years of experience in [specific industry or role].
• Certification in [relevant area, e.g. project management or security].

Skill requirements:

• Proficiency in [specific tools or programs, e.g. Excel, Python, or Salesforce].
• The ability to lead and motivate a team.
• Strong analytical skills and the ability to solve complex problems.

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How can AO Skills help you with this?

Defining and writing good competency and skill requirements can be time-consuming and challenging. This is where AO Skills comes in. Using AI, AO Skills can help you:

1. Identify the right requirements :
   Based on the role of the position and the company's needs, AO Skills can suggest relevant competency and skill requirements.
2. Write clear and precise descriptions :
   The AI in AO Skills helps you formulate requirements in a way that is easy to understand, yet precise and detailed.
3. Maintain and update requirements :
   As your business needs change, AO Skills can help you revise and update the requirements to ensure they remain relevant.

With AO Skills, the process of creating great job descriptions becomes easier, faster and more efficient. Whether you integrate the service with your existing HR system or use it as a standalone solution, you get a powerful tool to ensure you attract and retain the best talent.

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What happens if you are better than your competitors at this?

If your company is better than your competitors at creating good job descriptions, you will be able to attract and retain the best talent. This gives you a competitive advantage in the market. Good job descriptions that collectively tell a lot about what your company is good at can also help build a strong brand and attract customers who value the same qualities.

What competencies and skills are important for the entire company as a whole?

To succeed as a business, it is important to identify and develop the competencies and skills that are important to the entire organization. This can include technical skills, leadership skills, communication skills, and the ability to adapt to change. It all starts with good job descriptions that clearly communicate these expectations.

Conclusion

Competency and skill requirements are the heart of a good job description. They set clear expectations, help you attract the right candidates, and provide a solid foundation for training and development. With tools like AO Skills, you can simplify the process and ensure that your job descriptions are always accurate, relevant, and effective. So why not make it easier for yourself – and at the same time strengthen your company’s ability to recruit and retain top talent?

Contact us to know