How to Create a Job Posting

How to create a job posting.

 

There are a few do and don't when creating a job for advertisement but lets start off with the essentials.

 

The first and foremost will be the job title. The job title will be the designation you wish to give to the person you hire and ideally you will want it to be either a general title or a specific one. For example a general job title of "Accounts Executive" covers a wide range in the field of finance. This may be on purpose if the job scope (more on that later) requires someone that can handle many difference aspects of your companies accounts.

 

However if you identify a specific role that needs to be filled in your business or require a replacement for that position, it would be highly recommended that you specify the position that you are looking for. In following the finance role, example will be Senior Account Payable or Senior Account Receivable.  

 

Once you have identified the job title your next goal will be to create a job description followed by a job scope/specification.

 

Job Description:

A broad, general, and written statement of a specific job. It generally includes duties, purpose, responsibilities, scope, and working conditions of a job along with the job's title, and the name or designation of the person to whom the employee reports. Job description usually forms the basis of job specification.

 

Job Scope/Specification:

Range of activities, duties, or responsibilities, which an employee is reasonably expected to carry out or fulfil within the ambit of his or her job or position.

Essentially Job Description and Scope are almost the same by definition but in Scope you can become more specific of what is expected of potential candidates and what people are applying for based on your businesses needs.

Try to be precise in the job scope and description but leave out enough information so that you have something to discuss and ask when you shortlist candidates for the interview process.

Additional information will be required such as

• Your office location (City/country),
• Months or years of experience required,
• Education qualification(s),
• Specific skill set. Example Accounting software MYOB experience.
• Which email ID applicants resumes to be sent to,
•  Ask candidates to input a specific subject ( candidate name applying for Senior Accounts Payable),
• Expected basic monthly salary
• Notice period
• Resume should be up to date along with primary contact details (email/mobile)

Now the do not that might be frowned upon or considered illegal in your country.

For example in Singapore it is against the law for an employer to advertise without a valid justifications for listing discriminatory attributes pertaining to age, gender and nationality, and restricting their recruitment to exclusive groups. Such instances included “Prefer Chinese Race” or “Must be Filipino” as a job requirement.

Example: http://www.todayonline.com/singapore/mom-takes-action-against-15-companies-discriminatory-job-ads

Companies should avoid such practice as it reflects bad on your organisation or in the case linked above lead to penalties and fines.

 

 

 

 

 

 

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