There’s a lot of competition for construction talent right now. Writing an exceptional job description is an essential step toward attracting the right individuals to join your company.
As the demand for highly skilled craftsmen increases, it will be even more important for companies to convey their wants, needs and culture via their websites and other digital means — job descriptions are no exception.
Here are some tips I have found for writing job descriptions that effectively communicate your company’s available positions and the requirements for applicants. But let’s not stop there. The job description is a tool to clearly communicate the goals and expectations once the applicant is hired and fulfilling the position.
General guidelines on what to include in job descriptions have change over the years, making it simpler to write them and for potential applicants/employees to read them. Here are some essential points to include in your company’s job descriptions:
Job Title & Summary
Develop a job title for the position you’re looking to fill, the title and level (Project Manager, Superintendent, Lead, etc.) should accurately reflect the work that the employee will perform. Be sure to choose a job title that reflects your organization’s culture. Once you’ve defined the position, write a brief description of the purpose of the position and an overview of the position’s main responsibilities. This summary should be short and to the point — one to three sentences should be enough.
List all of the essential functions of the position at hand. Generally, this includes between five and 10 responsibilities. Begin each responsibility with an action verb — “review plans and layout work assignments based on production goals” or “motivate crew members while maintaining a positive moral” are good examples. Be transparent about how frequently a task will be performed or what percentage of the employee’s time will be spent with each task. This helps applicants form an idea of what a typical day may look like.
Department & Supervisor
Include details on who the person would report to and where that person falls within the company’s structure.
Skills & Qualifications
List all qualifications that are mandatory, along with those that are preferred. Such qualifications should include skills, years of experience, certifications, licenses, education level and necessary technical requirements.
While it is ideal that a candidate would already know essential details about the hiring company, it is helpful for potential applicants to have a description of the company at hand. Include information about the company’s mission, goals, and locations. Other useful details could include the number of employees, annual sales and so on. If travel is necessary, note what percentage of time the employee will spend traveling and where he or she will be traveling.
Type of Employment
Be very clear about whether the position is full-time or part-time. If the position is an internship, note whether it will be paid or unpaid, be sure that the internship follows the federal guidelines if it is unpaid.
Salary Range & Benefits
Include the position’s salary range and benefits (such as 401(k), vacation days, or medical and dental insurance), include those details within the job description.
While it may seem obvious, there are plenty of job listings on the web without contact information. Include contact information so that potential applicants can apply and ask questions.
Not all job descriptions are created equal. The perfect job description is neither too descriptive nor too vague, uses clear language and represents the character of the company. Here are a few formatting tips for improving your company’s job descriptions:
The position description when written effectively will attract and on board great candidates, but don’t put the job description away!
This is a “living” document that evolves and changes with the times and needs of the company. You should review each employee’s goals and expectations no less than annually.
Remember the job description and the employee manual set the direction and expectations for each and every employee and must be in place before any other corporate initiative is considered or planned.
click here to download a sample Job Superintendent Job Description…
If your company doesn’t allow direct downloads please request in an email to firstname.lastname@example.org
Your comments are welcome…..