What Should You Include in Your Job Description?

Welcome to the Transitioning Solopreneur Podcast. In this episode, we discuss what to include in your job descriptions.

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Creators & Guests

Host

Audria Richmond®

Audria Consults, Coach and Advise CEOs & Their Marketing Teams on How to Launch Game-Changing Marketing Campaigns and Build Profitable UnCloned® Brands

What is Transitioning Solopreneur?

If you’re a solopreneur who is finally ready to build a team and you want to know how to get started without the fluff and what to expect during this transition, this is the podcast for you.

Audria Richmond®: 00:16

Hey, y'all. What's up? Welcome to the Transitioning Solopreneur Podcast. My name is Audria Richmond, and I am your marketing and launch strategist. And I work directly with CEOs and their marketing teams to teach them how to launch uncloned marketing campaigns and build uncloned brands.

Audria Richmond®: 00:36

Y'all, it's been a minute. I know. It's been a minute, but we're gonna we're gonna dive right back in. Hey. We CEO and over here.

Audria Richmond®: 00:43

Okay? So you already know the scope. Hopefully, you enjoyed the first episode of Transitioning Solopreneur mainly because we talked a lot about why you should hire, you know, what's the whole purpose of hiring and when is it a good time to hire? Right? We got into all of that in the first episode of this podcast.

Audria Richmond®: 01:03

So today, we're gonna be picking up from that podcast and talking about today about job descriptions. Now you may be thinking to yourself, okay, I know how to write a job description or you may not know how to write a job description, but I'm here to really give you some pointers on what to include in your job description. So I don't plan for this episode to be very, very long, but it will be jam packed. So as always, go and get your notebook, pull it out so we can take some notes together and learn together. Okay?

Audria Richmond®: 01:34

So, before we dive into job descriptions, let's first talk about why do you actually need the job description. It may sound like, okay. Can I just tell people I'm looking for an assistant? Can I just tell people I'm looking for a graphic designer? Can I just put somebody out there and just let them know that I need them and then be off to the races?

Audria Richmond®: 01:53

Let me let me let me be clear because, you know, we all are guilty of people should know the job. Right? People should know what to do. And I will tell you from experience, your job description set the expectation for the role that you are hiring and employing for. Right?

Audria Richmond®: 02:11

And the more detail you are with the job description, the more you set the expectation, the better you will get a better candidate. Now does all the people do all the people read it? No. They do not always read the job description. However, it does not mean you do not need one.

Audria Richmond®: 02:27

Now you wanna make sure that your job descriptions you have you have multiple job descriptions for various roles within your organization. For us, personally, we have a enrollment manager, which is like a sales rep here at Unclown Media. We have a job description for that. We have a job description for a marketing manager. We have a job description for a project manager, for a program success manager, opportunity manager, brand ambassador, program manager.

Audria Richmond®: 02:56

What else we got here? Customer service manager, sales copywriter, professional senior graphic designer. So as you can see, our roles are in alignment with the deliverables and how we work within our organization. I think going back to what we talked about in the first episode of, like, when should you hire, we talked a lot about how Cameron, in the book Vivid Vision, how he talks about, creating your vivid vision and, like, your vision will dictate who you need to hire. And in traction, it talks a lot about, you know, the people you employ, them taking accountability for the role that they are working in.

Audria Richmond®: 03:30

Right? So now that we've established This is this is the structure of my business. These are the roles that I need, and which role should I start with first? So you may or may not know which roles to start with. Like I've stated previously, I am not an HR person by any means.

Audria Richmond®: 03:54

I'm only speaking from experience, so you definitely wanna consult with someone who can support you with this if you need to make, you know, a higher executive level. This is me just here sharing my personal experience with the process. So I would say, for me personally, right, when I think about, like, who you need to hire first, I think we all think that, like, you hear a lot of people say, oh, you need to hire a VA. You need to hire a VA. You need to hire a VA.

Audria Richmond®: 04:20

And the truth of the matter is, like, I really wish a lot of people wouldn't, you know, promote that so much because every business is different and everybody don't always need an assistant soon as they jump off. Some people need sales reps. They need to be their first person. Some people may need shipping people if you, you know, have a physical product that you ship and sell. Someone may need someone to do content delivery if you're a coach or a consultant.

Audria Richmond®: 04:45

So I think it should vary based on your vision, what you have in mind for your business. All of those things should play a role in, like, who you hire first. Right? Now getting into, you know, the job description and what should be included, I think that kinda set the bar for, like, you know, set be setting the tone basically for where you are. Another thing I will say before we get into the tips is that you wanna be clear around the tone of your copy.

Audria Richmond®: 05:12

Right? You wanna be clear around the tone of your copy. There's a brand, I can't think of the brain the brand right now, but there's a brand and they have very fun communication. When you read it, it sounds very fun. It's very enjoyable.

Audria Richmond®: 05:28

You just get a thrill out of reading it. And so it also sets the tone for what type of company it is going to be. So you don't want your job description to sound flat and professional if it's a lit company. Y'all always going out, and you're always hanging out, and you're always traveling. Like, you want the tone of your job description to match the tone and of the culture of your company.

Audria Richmond®: 05:48

So we are really a down to earth, free spirited, fun, but serious professional group of people here at Unclown Media. And you wanna make sure that you convey the tone and the energy and the personality of the brand, throughout the copy because you don't want people to read it, and then they get in and it's something totally different. You also don't wanna overemphasize it, and then they get there and they're expecting perfection. So as you can see, it's super important to think through, exactly what it is that you want to include. Alright?

Audria Richmond®: 06:20

So let's get into the 8 tips that I have here, for your job descriptions. Alright? Number 1, do not exaggerate the titles of your roles. Right? This is something that I messed up early on in the process.

Audria Richmond®: 06:34

Everybody can be a manager. You need to also know the different levels of management. Right? You know, like, who's going to be, like, a director, who's going to be, like, an assistant, who's gonna be a lead, who's gonna be the manager. Like, you need to really understand all the hierarchy of roles within organizations and make sure you're not saying, oh, you know, I need a COO.

Audria Richmond®: 06:56

That's a c suite. And typically, c suites are well over, you know, $75,000. You maybe can get around get away with 55, 55 to 75,000 on the low, low, low end. But typically, a c suite role requires so much responsibility. So if you're out here saying, I need need a CMO, right, which is a chief marketing man a chief marketing officer, then you may need a director, a marketing assistant.

Audria Richmond®: 07:23

Right? But you might not even need a marketing manager. So, like, you really need to know the roles and the hierarchy of how these things work because you don't wanna be out here saying, hey. I'm looking for, you know, a COO, but you're paying, like, an assistant. You know?

Audria Richmond®: 07:36

It's like, oh, I need a I need a COO, but I'm I'm paying you like you just got started. So you gotta know that the higher up the chain, that you go for the role that you're looking for, the more expensive it's going to be, the more benefits you're going to have to include, the more you're gonna have to compensate, for these individuals. So whatever you do, you really need to understand how job roles, work within corporations because you are corporate and you wanna think about, you know, making sure that you're not over exaggerating the the the title of the roles. Alright? Number 2 is a compelling headline.

Audria Richmond®: 08:11

So if I'm reading your job description and I'm I'm reading through, are you going to captivate me? And the best way to think about this is if you know, especially if y'all are part of my community, think about this like a sales page. Right? If I'm coming to a website, you wanna have something that's opening, that's very compelling, that's attention grabbing because you aren't the only job that they're applying for. I think a lot of the times people say, well, I'm paying somebody, so that should be enough.

Audria Richmond®: 08:35

No. No. No. No. You have to market your jobs just as hard as you market your products and services.

Audria Richmond®: 08:40

Right? And there's a misconception that if I'm paying, I don't really need to go that deep with it. Yes. You do. Because just like you ain't the only one that's listening that you need a social media manager.

Audria Richmond®: 08:50

There's 100 of thousands of organizations across the world who would say they need a social media manager, and whoever can effectively communicate that opening, that title of what they need, that's who is going to get the person that that's going to help them fulfill the role. Just like you need them, they need you. Right? And vice versa. So, so make sure you have a compelling headline for the for the for the role.

Audria Richmond®: 09:13

Right? Like, soon as you see is like, you know, for instance, one of our openings on our project management job description let me bring it up. Okay. Here we go. Are you, are you the kind of person who loves to keep track of everything and make sure it's all running smoothly?

Audria Richmond®: 09:32

Does your schedule have a schedule? If so, we want you. We are looking for a hyper organized rock star project manager to join our team and be the glue that keeps our projects rolling forward in one accord. Right? Now we professionally hired, a copywriting agency to, write our job descriptions for us, and so I highly recommend it if that's something that's not your strong suit.

Audria Richmond®: 09:56

So definitely be mindful of the opening of your job description, which moves me to the the next part or the next tip. Right? So number 1 was don't over exaggerate the title of your roles. Number 2 is compelling headline. You know, Number 3 is compelling opening.

Audria Richmond®: 10:13

So what I just said here was an opening. And then number 4 is, like, what are you looking for? So be very, very clear in the job description what you're looking for. We're looking for somebody who can do this and this and this and this and this. We're looking for someone who has experience in this and this and this and this.

Audria Richmond®: 10:28

And, actually, if you have any upcoming projects that you know they're gonna be jumping right on, include that. Hey. You know, we're gonna be looking for a project manager that could that can do In addition to that, we're working on 4 projects, that's going to these projects are designed to help us grow and scale the business, and we're looking for someone who can juggle multiple projects at the same time. Don't just hire somebody, bring them in, and they don't they did then they don't even know that you're trying to get them to juggle a 100,000,000 things because you're unorganized as the CEO. So you definitely wanna be thinking through, like, what is it that you're looking for and be very clear in your job description what it is that you're looking for.

Audria Richmond®: 11:06

Another thing you want to include in your job description is a day in the life. What is the day in the life like on your, within your job description? Like, what is a day in the life with that with that particular role? So if you, the graphic designer, what is a day in the life is? And the day in the life is, you know, we're gonna be doing marketing campaigns and you're gonna be getting, multiple projects to do in addition to creating, you know, companion PDFs for our clients and customers.

Audria Richmond®: 11:32

In addition to that, you're gonna be creating graphics for our social media and our social media reels. Like, be very clear around what a day in the life looks like so they can kinda so you can set the expectation and people are not coming into the role with these, you know, ridiculous ideas of what they think what they thought the job was and then it's not that. Right? So day in the life is number 5. Number 6 is requirements and education.

Audria Richmond®: 11:57

So if you have certain requirements, now is the time to tell them. Don't wait till they get the job and then be like, oh, yeah. Well, the requirement was you needed to learn how to use this particular software. You need to put that in the job description so they can know before they even apply whether or not they even have that particular skill or requirement. Right?

Audria Richmond®: 12:17

The other thing is what type of education requirements do you have? I know a lot of people, you know, are copying pasting job descriptions from social media or chat gbt or whatever you all are getting job descriptions from. And a lot of these job descriptions are saying, like, hey. You need to have a bass a a a bachelor's and a and a master's and all of these, you know, different levels of degrees, when really all they need is the skill. You don't really care if they got the degree.

Audria Richmond®: 12:41

So, like, be very clear around what the education requirements are, and and make sure you put that on the job because you may not need someone with a master's degree when they just may be be writing documents or creating transcripts for you on your coaching call. So don't, again, don't over exaggerate the requirements or the education. So that was number 6. Number 7 is compensation, salary, wage. I put them all 3 of these together because I didn't know how you all wanna communicate with you.

Audria Richmond®: 13:10

You may resonate with the word, more than the other, but, like, for me personally, you wanna I always let people know what they're getting paid upfront, and I let them know that it's known to gun it's nonnegotiable. That way you won't come to the job saying, oh, I was cool with making x y z, but by the way, I thought it would be cool if I let you know that I charge x. No. No. No.

Audria Richmond®: 13:29

No. On the job, I said I pay x. Are you cool with x? Right? It doesn't mean that there's not opportunity for growth, but I want you to be clear about what it was when you decided to apply for this job.

Audria Richmond®: 13:41

Okay? So you definitely want to keep, that in mind. So what is the compensation for this job? You know, if you wanna get a little granular, like, how frequently people get paid and all of that, be clear on that. One of the things I didn't put on the list, but I think it's very important.

Audria Richmond®: 13:55

It's like, what is the the is this a full time role? Is this a part time role? Is this a temporary role? Like, are these people going to be contractors or w two? Like, get clear on what type of, employee or contract are you looking for as well?

Audria Richmond®: 14:11

And then the last one on on the list is how to apply. How do people actually go to apply for the job? Do you want them to email you? Which, you know, this is what I'll say. I don't recommend that.

Audria Richmond®: 14:24

I'm a talk about it in another episode, but the tool we use is called Workable. And we'll get into that tool at a in a later episode. But, you wanna have like a CRM for your job application. That's the best way to put it. I don't know what the the technical HR term is for it, but it's basically like a tool where people can go and create their, you know, upload.

Audria Richmond®: 14:45

They can apply for the job. We get it on the back end and we can screen people and then sort out the applications based on the submissions. So that's the tool that we use. But but what I will say is that you wanna make it easy for people to apply. What is it that people have to do in order to apply for your particular position?

Audria Richmond®: 15:03

So, here are the 8 tips. It's really gonna be 9. Right? So you got don't over exaggerate the title of your roles. Number 2 is compelling headline.

Audria Richmond®: 15:11

Number 3 is compelling opening. Number 4 is what are you looking for? Number 5 is a day in the life. Number 6 is requirements in education. Number 7 is compensation, salary, and wage.

Audria Richmond®: 15:23

And, number 8 is, like, what type of position is this? Is this full time, part time? Is this temporary? Wanna be clear on that. And number 8 is I mean, well, number 9 now is how to how to apply.

Audria Richmond®: 15:37

I know it says 8 tips, but I added in another one so that makes a number 9. So you wanna make sure that you are including these things, in your job description and making sure that you are super clear around what it is that you're looking for. I really do hope that you all enjoyed this episode. Definitely come and connect with me at ardria richmond on Instagram. Take a screenshot.

Audria Richmond®: 15:58

Let me know you actually listened to this episode. And if you are enjoying the podcast, make sure you leave us a 5 star review on whichever platform you are consuming and enjoying this podcast. It has been a pleasure to serve you during this episode. And until next time y'all, let's go live an UnCloned® life and do what? Build an UnCloned® brand.

Audria Richmond®: 16:20

Bye y'all.