Wednesday, 08 May 2019
Categories: Blogs IT Recruiting

information technology job descriptions

IT job descriptions can be tricky to write, especially if you lack significant experience in the industry. With a little guidance, this task can be made simpler.


Know What You’re Looking For

A concern shared by many recruiters is the lack of experience with the specific company or job they are writing a description for. This can be frustrating, especially if you don’t feel you are getting relevant, highly qualified candidates applying because of a poorly written job description.

  • Seek out help. The best way to understand the position’s unique requirements is to talk to people within the company. Consultation can make your life a lot easier.
  • Educate yourself. Maybe you don’t understand the terminology you’re being directed to use. Research can help guide your hand, making it easier for you to accurately describe the job’s requirements and day-to-day duties.


The Job Title

The job you are hiring for must have a specific title.  Eliminate internal lingo that may unnecessarily confuse potential applicants. When an IT professional is scouring job listings, they should be able to immediately ascertain what the job is and whether they qualify for it.

  • Accurately describe the job. If you are seeking a new Computer Technician, communicate that. Terms such as “Rockstar Computer Technician” will turn away prospective employees. While this may seem all in good fun, job titles and descriptions should be professionally written with language that conveys that professionalism. Buzzwords or frivolous adjectives that don’t actually clarify the position should be left out.
  • Use keywords. One Computer Technician job could potentially be much different from another. A “Desktop Support Technician” might have different responsibilities from a part-time Computer Technician. Communicate this within your job title and applicants will know what to expect as they read the rest of your description.


The Job Description

When an applicant takes time to read your description, they are expressing a sincere interest in what it entails. Outlining a basic overview of the company’s culture, position expectations, and job location will make it easier for them to decide whether they are qualified for the position.

  • Hook your reader in with a compelling summary. Every job description needs an accurate summation of the company’s expectations and the types of skills required for the position.,,BE SPECIFIC.  Emphasize unique perks of the company and SELL YOUR COMPANY.
  • Keep it neutral. Be sure to use gender-neutral and non-discriminatory language so that all applicants feel welcome and comfortable applying. Make sure pronouns are neutral so that there is no latent bias, and proofread the description to ensure that there isn’t any language that may discriminate against a certain group.
  • Accurately describe the company’s environment. Make sure you specify the job’s location, remote working possibilities, and the general culture. Applicants need to know beforehand whether a company will be a good fit for them, even on paper.
  • Specify technologies that will be employed. If a specific technology or program will be used regularly, especially a marketable one, identify it. Technologists might be seeking a new job because of stagnation or fatigue, so the opportunity to learn a new skill could inspire them to apply.


The Job Responsibilities and Duties

This section is essential to communicating the typical day-to-day duties applicants will need to perform. Without a detailed and accurate job description, applicants cannot ascertain if they are qualified. A nonspecific description might alienate applicants who need to know the specifics.

  • Outline core responsibilities. Make a detailed but concise list of responsibilities of the job. It is essential that you emphasize unique characteristics that will be critical to the position. If the job requires social media experience, then highlight it.
  • Describe a typical day. Identifying a typical day will clarify more than a narrative will. Allow applicants to picture themselves in the role by outlining the standard duties and detailing what a normal day on the job entails.
  • Detail how the job functions within the company. Applicants like to know that their work will matter. If they feel their role is minimalized within the organization it will dissuade them from applying. Describe how the job impacts the company and why the role is necessary and important.


Job Qualifications and Skills

This is where you can more accurately specify the experiential requirements necessary for job performance. Being too specific, however, may turn away applicants who possess many or more of the skills necessary to complete the job.

  • Clarify any additional education requirements necessary. Certifications, conferences, and other forms of education continuance may diversify a candidate’s talents, setting them apart. Make sure to emphasize what is relevant to the job. Too diverse of a list will put off potential candidates if it makes them feel underqualified.
  • Don’t be negative. Specifying that particular candidates without certain experience need not apply will make your company brand seem less accommodating and welcoming.
  • Differentiate between hard and soft skills. Maybe you want an applicant who is hardworking and capable of improvisation, but also one who has relevant experience in specific technologies. Use adjectives that illustrate specific skills necessary for the job as well as ideal soft skills to better emphasize who will fit in.


With this lengthy list, you are bound to write a job description that reels in a diverse crowd of applicants, eager to work at your company.

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