A Compelling Job Description Can Fill Up the Talent Pool of Your Organisation

A Compelling Job Description Can Fill Up the Talent Pool of Your Organisation

Are you crafting the right job description? Don’t know? Check an example of a house manager job description here, and think, are you writing your JD this way?

Writing an engaging job description is critical to attracting the best suitable people for your position. Your job descriptions are where you begin selling your organisation and your position to potential employees. 

A job description, when written effectively, should express the general corporate culture and how workers fit within that culture. Allow me to provide some advice!

Job Title

Make your job titles as descriptive as possible. Job names that are more specific than generic are more successful, therefore be specific by using essential terms that truly define the function. 

The Job Title is a concise description of the work (1-4 words) that reflects the job’s content, goal, and scope and is compatible with other job titles for similar jobs. 

Avoid using corporate jargon that can mislead the job seeker. Stick to regular levels of expertise like “Senior” rather than “VI” or other less common designations. Your job description wording should be as complete as possible.

Job Purpose

It is a  concise summary of “why does the job exist?” The Job Purpose provides a high-level overview of the role, level, and scope of responsibility consisting of three or four sentences providing a basic understanding, the “bird’s eye view” of the role. 

Responsibilities and Duties

List the position’s primary responsibilities. Make a clear and concise outline of your roles. Also emphasise any tasks that are exclusive to your organisation.

Address the position’s day-to-day tasks. This will assist applicants in comprehending the work environment and the activities to which they would be exposed on a regular basis.

Describe how the role will fit within the organisation. Indicate who the role reports to and how the individual will work inside your business.


This part focuses on the “bare minimum” qualifications required for a candidate to be efficient and productive in this profession.

Education: Describe the formal background in terms of fields of study and/or the sort of degree or focus that would equip you with the expertise needed for this role.

Experience: Specify the required number of years of full-time experience and the type of work experience necessary for an employee to be eligible for the position.

List any relevant licences or certificates, as well as the specific talents and/or specific skills for the appointee to be successful in this capacity. Analytical skills, budget expertise, internal or external collaboration, computer skills, creative thinking, and so on are all factors to consider.

List Out the Perks

What will the candidate get in return?  Encourage more individuals to apply by highlighting the appealing rewards and advantages that you provide to your staff, such as:

  • Leave is unbounded.
  • Hours are flexible.
  • Coverage for medical, dental, and vision care
  • Snacks for the workplace
  • Fuel allowance
  • Financial assistance
  • Pet friendly environment
  • Workshops
  • Bonuses
  • Commissions