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Creating a High-Quality Job Description & Refining Your Interview Process

Creating a High-Quality Job Description & Refining Your Interview Process

To attract top candidates, your job description and interview process should be clear, engaging, and aligned with your hiring goals.

1. Job Description Template & Best Practices

Job Title: Clear, concise, and industry-standard title

Location: On-site, Hybrid, or Remote

About Us: (A brief, engaging overview of your company—its mission, culture, and what makes it unique.)

Role Overview: (A summary of the position, its impact, and how it fits into the company.)

Key Responsibilities:

  • Bullet points outlining day-to-day tasks and long-term expectations.
  • Keep it concise—around 5-8 key duties.

Required Skills & Experience:

  • Essential qualifications, certifications, and experience.
  • Soft skills that are important for success.
  • If applicable, separate “must-haves” from “nice-to-haves.”

Benefits & Perks:

  • Salary range (if possible, as transparency attracts better candidates).
  • Work-life balance options, growth opportunities, or unique perks.
  • Health benefits, pension, or training programs.

How to Apply:

  • Instructions on where and how to submit applications.
  • Any additional materials required (portfolio, cover letter, etc.).

Best Practices:

  • Use inclusive language to attract a diverse pool.
  • Keep it concise but compelling.
  • Avoid jargon and overly complex requirements.

2. Refining Your Interview Process
Pre-Interview Screening:

  • Use application questions or a short phone screening to assess basic qualifications and fit.
  • Optional: A skills-based test (only if relevant and reasonable).

Structured Interview Approach:

  • Have a consistent set of core questions for all candidates.
  • Use a mix of behavioural (past experiences) and situational (how they’d handle a scenario) questions.
  • Example: “Tell me about a time you handled a difficult client situation. How did you resolve it?”

Assess Cultural Fit Without Bias:

  • Ask about work style, problem-solving, and alignment with company values.
  • Avoid hiring based only on “likability” and focus on skills + shared values.

Post-Interview Evaluation:

  • Use a simple scoring system (e.g., 1-5) to assess skills, experience, and culture fit.
  • Compare all candidates objectively using the same criteria.

Providing Feedback & Next Steps:

  • Keep candidates informed about timelines.
  • Provide constructive feedback to unsuccessful candidates to maintain a strong employer brand.