4 Tips To Create A Job Description For Academic Jobs

4 Tips To Create A Job Description For Academic Jobs

Due to the very complex requirements, the job descriptions for academic positions are very challenging and exhausting for the applicants. In recent times those descriptions are denounced by the applicants because they include many specific aspects of the jobs. Those aspects discourage most of the applicants, thus the competition becomes mediocre.

So how can the universities find the right equability between the very important ability and the pointless ones? In order to get the right balance and make the job description more attractive many universities ask for professional help. Research paper writing services are the one that offers support for most of the universities. Here are some tips you can learn from this type of service providers.

1. Focus on the relevant skills and avoid stereotyping expressions

When writing the job description many people tend to overstate the job’s needed abilities and requirements. Keep in mind that it should focus on the needed skills, the ones can that be easily measured.  Skills that are easily quantifiable are the ones that can help you assess properly every candidate. By using them, you can judge the candidates in an objective manner.

Stereotypes such as “energetic”(young), “powerful”(male), “with lots of experience”(advanced in age), shouldn’t be used because they might discourage many competent applicants. Avoid requirements that are prejudicial and hard to assess. This type of stereotypes will create a weaker competition because many applicants won’t apply because of them.

2. Don’t overestimate qualities and attributes

It is important that you point out only the most important qualities and attributes the ideal candidate should have. Making all of them „very important” will tend to reduce the number of applicants. Let’s say you write a job description for an Assistant Director. He should be very organized, he should be able to fill create and edit all the documents the director needs and he should be an avid organizer.

Here, you might be tempted to ask for at least 2-3 years experience working in a similar position. Even though this might be very helpful, a candidate coming from a different field could quickly learn the tricks of the trade. Unless he doesn’t have those three skills, you should consider his application.

3. Avoid abbreviations

The message you send in this job description should be coherent and to the point. The job description should have no more than two pages and it should contain jargon and acronyms. This type of words might make the reader misunderstand the entire message. A misunderstand message can lead to repulsion and your ideal candidate might pass by your job ad.

4. Make sure you comprehend the job specifications

Before you start writing the job description you should focus on understanding the job’s needs. You should know its main role and the way it will evolve in the future. If you want to improve the organization’s overall efficiency, you should first have a plan for it.

Once you planned the entire thing, you can focus on that particular job you have open. You will be able to have a holistic approach towards the job’s role and its requirements. When you know all this, you will be able to select the appropriate candidates for the job or the ones that have the potential of reaching your requirements.

Conclusion

Your job description is the candidate’s first interaction with your company and the job you advertise. It should be written in a clear way and should include only the most relevant skill. Unless you do that, many candidates that you’d take into consideration might not apply for the job.

The best way to write a very good job description is to know the job’s role and how it will evolve in your organization. By knowing this, you will be capable of creating a clear picture of the ideal candidate.

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