Writing a job description for a manufacturing position can be challenging, as the specific roles and responsibilities can vary and shift with time. Naturally, you want to be thorough, but how can you accurately portray everything applicants must know?
Ultimately, a job description should clearly articulate where and how potential hires will fit into the organization. Details are essential for weeding out unqualified candidates and protecting you from issues down the line.
Still, balancing technicality and readability is a skill.
Whether hiring a technician, welder, or anyone in between, crafting an attractive job description requires some brainstorming. Interested in learning more? Join us below as we delve into the importance of job descriptions and get started.
What Is the Purpose of a Job Description?
Job descriptions provide applicants with information about a company, the position, benefits, and much more. These listings help people determine if a role aligns with their schedules, career goals, and experience—salary and benefits are also major consideration factors.
In the manufacturing industry, many candidates want to know how their skills apply to overall operations. They may also consider how a position can help expand their current knowledge base and make them more marketable. Furthermore, some may feel uncomfortable navigating specific equipment or work environments.
Thus, a polished job description is a tool for helping prospects make an informed decision about possible employment.
Below are essential elements of a well-written job description:
- Job title
- Role obligations
- Salary range
- Educational/experience requirements
- Skills necessary
- Typical work conditions, expectations, equipment, etc.
- Time-off/vacation allotments or restrictions
- Organizational goals and mission
- Position benefits (e.g., health or dental insurance)
Why Are Job Descriptions Important?
More than 50% of job seekers claim descriptions directly influence their decision to move forward with or chuck an application. Spelling, formatting, and grammar mistakes can easily dissuade eligible candidates—if a company doesn’t put effort into a simple job listing, how do they carry out business?
Hence, we see the critical importance of explicative descriptions. A two-sentence plea to apply isn’t going to get you anywhere. In fact, you’ll probably wind up with very few, if any, submissions. Those who do apply will likely be far from qualified, leaving you back at square one.
Job descriptions also provide the additional benefits of preventing future legal issues and boosting productivity once you select a hire. In the end, you can’t go wrong when being particular, meticulous, and concise.
Attracting the Right Candidates
According to one survey, 42% of employers revised a previously posted job description after receiving multiple unqualified applications. Being comprehensive can help you avoid becoming part of the 62% of hiring agents encountering this problem.
Including adequate examples of position requirements and must-haves allows candidates to decide whether or not they can realistically meet expectations if hired. They may immediately notice a necessary skill they lack and move on to the following job listing. Some may feel their technical training is suited for more advanced roles.
Regardless, writing a solid job description the first time can save you from the headache of riffling through the discard pile.
Establishing & Meeting Expectations
Setting upfront and clear expectations ensures every applicant knows what to expect should they join the team.
For example, someone who engages in recreational substance use may skip an application if the description references routine drug tests. Or they may not possess the minimum skills necessary to fulfill daily responsibilities. In any case, those unable to match prerequisites will move on while apt candidates continue.
Reducing Liability
A job description detailing working conditions, expectations, and role obligations is a protective factor against liability in the event of a lawsuit. For instance, an ex-hire arguing wrongful termination cannot stand against evidence showing they knew all terminable factors. Similarly, they could not claim unfair labor practices if you articulated company culture and policies in the original job listing.
Increased Productivity & Efficiency
An ill-equipped hire may feel unhappy in their new position. Let’s say someone accepts a job based solely on the title and technical requirements. They noticed the listing description lacked information about workplace culture, exact responsibilities, or overtime pay but decided to move forward anyway. Once on the floor, they become overwhelmed, and their inability to meet expectations delays operations across the company.
A quality job description can prevent similar situations and produce the opposite effect. Well-informed employees are motivated and come ready to tackle the day ahead. A happy crew is productive and goes above and beyond!
Identifying Accommodations
A candidate may check all the boxes but require accommodations. Your job description opens the door to constructive dialogue regarding potential compromises to help employees stay safe and happy if hired.
For example, someone believes they are an excellent fit for a position but has sensory difficulties. Your job description references a work environment where loud noises are commonplace, so the candidate asks to wear earplugs when on the floor.
Here, we see how an all-inclusive job description can help candidates identify if accommodations are necessary to help them perform duties. If you can realistically meet these needs, you can move forward in the hiring process. If not, you can politely decline the application.
Writing a Great Job Description as a Manufacturing Company
A manufacturing employee should know the ins and outs of their position before accepting a job offer. They’ve spent years perfecting their craft and want to find a company that values this hard work. Guarantee they feel prepared and excited for onboarding with a well-composed job description.
Here are seven tips for getting started:
1. Improve Readability
Imagine being met by a massive text block when applying for a job. The language is overly technical, and the whole listing stinks of superiority and pretentiousness. How would you feel in this situation? Would you move forward in the application process? Most likely not.
Keep this vision in mind when writing a job description. Avoid overloading candidates with excessively long sentences or paragraphs. Use bullet lists, but don’t dive too deep—choose only the most pertinent information. Consider how you typically talk to employees and how they respond. Use this framework to help you stay conversational and approachable to applicants.
2. Be Upfront
Be wary of sugarcoating. Start on the right foot by remaining upfront about wages and hours—reference company policies for holidays, appointments, sick days, and other time-off requests. Remember, 73% of candidates say salary is the most important factor when job hunting, so always be transparent.
Moreover, as mentioned earlier, note every responsibility and any possible modifications to the role. For instance, this position may frequently transfer departments, or the hours may change seasonally. Offer enough details so prospects can genuinely envision themselves on the floor.
3. Incorporate Your Company Personality
A job description should include your values and goals—these set the tone for company culture and day-to-day operations. Showcase what makes your facility unique, inviting, and beneficial. Emphasize where your team excels and how potential hires can accentuate this exciting dynamic. Differentiate your company from the rest so the right candidate ultimately chooses you!
Here are our recommendations for leaving a welcoming impression on applicants:
- Reference what makes your employees happy
- Maintain a down-to-earth tone
- Add a brief “day in the life” overview
- Use first-person pronouns
- Show appreciation for your employees
- Highlight opportunities for career/skill development
- Avoid cliches
4. Simplify the Application Process
Don’t make candidates jump through hoops to apply. Instead, have a direct link for document submissions. Limit form questions about personal, educational, and professional experiences—invite applicants to include these details in their resume or reference letters. Put yourself in their shoes, asking yourself how you would feel when jumping through unnecessary hoops.
5. Include Necessary Disclaimer Statements
Always add a disclaimer to your job description. Explain your listing is just a summary of responsibilities, and some duties may change according to particular circumstances. Including this simple statement can help safeguard against misunderstandings and legal troubles.
6. Mention Any Additional Perks
Incentivize qualified candidates with position perks! Inform them of retirement plans, insurance coverage, paid vacation, or bonuses. Flexible schedules are also noteworthy for parents or caregivers, so accent an ability to negotiate when possible. Share how you express gratitude for your team!
Attract manufacturing employees with top selling points, such as:
- Matching retirement contributions
- Offering health or dental insurance coverage
- Paid holidays
- Merit-based, annual, or holiday bonuses
- Free meals
- Flexible work arrangements
- Paid parental leave
- Tuition reimbursement
- Transportation
Conclusion
Drafting a job description will take time, and you may need to revise everything a few times before publishing. However, remember how much of a difference accuracy and preciseness can make in the hiring process. Hopefully, you’ll have a long list of talented candidates within no time!