What – What is the job, what is it about?

Previously in my post, Employers: The who, what and why of writing a job description, I wrote about how to write a job posting and what information you may want to include that can help attract top quality candidates to your company. In most posts since then I have taken one point and further expanded on how to write a great job description. Today I want to talk about the meat of your job posting, what is it about? Specifically, how to use keywords and show how clearly stating your job duties will help you filter out unqualified applicants. When writing your job description you want to start with the job title.Use this to attract job seekers to your advertisement; and help them locate your job. Doing this will draw seekers to your posting with a clear and concise title and allow them to easily locate it when searching. Make sure you are using common industry-standard job titles.

Here is an example of what NOT to do “Sales Rep – Part Time”. This is not the best title to use because there is too much information that is not relevant to the actual title of the position – “Part time”.

How can you write a better title? When searching candidates are more likely to enter the title of the position they are looking for “sales rep, inside sales consultant, or business development” not the shift. A better choice would be “Inside Sales and Business Development Associate” or “account manager” – common titles job seekers would enter when searching.

TIP: A good idea is to write the title of the posting the way that the job seeker would enter it when they are updating their resume. It would be the same as what you would look for when actively searching the resume database for desired candidates.

Now, it’s time to write a keyword-rich job description.Now that we have the job title in place we can move right into the heart of your job posting, the job description – essentially what the job is. Here you should highlight what will be expected of the employee in this role and what skills you are looking for in the ideal candidate. Below is an example of a job description we have used at America’s Job Exchange.

Position Summary: Associate Sales Manager- AJE is an exciting outbound sales and business development position for a self-motivated performer for new customer acquisition. This is a performance based role with a very attractive combination of fixed and variable compensation. The variable compensation is paid based on attainment of monthly/quarterly quota targets associated with individual and the team, and has high up-side potential for the successful candidate.


  • Meet monthly and quarterly sales goals managing the complete call based sales from lead initiation, through discovery call, negotiations and close!
  • Meet monthly and quarterly sales and business development activity (Calls, touch, discussions) targets
  • Document activities in the SalesForce.com
  • Forecast accurately
  • Prospect for new business
  • Close the sale!
  • Develop a quarterly business plan on how you will meet your goals
  • Maintain the highest level of customer service and customer satisfaction.


  • At least 4 years of hands-on experience in Sales center based sales and service—preferably in the Job Board industry
  • Specific experience in on-line jobs/classifieds and/or recruiting
  • Ability to effectively use Salesforce.com to manage sales activities sales and lead assignment is required
  • Aggressive goal oriented performer with high personal drive, integrity and energy
  • Strong written and verbal communication and listening skills; must be comfortable making cold calls and able to deal effectively with objections
  • Consultative sales approach – solution-selling, ROI-focus
  • Sales hunter mentality – commitment and demonstrated success growing your portfolio of business
  • Must thrive in a fast-paced, ever-changing industry

As I mentioned above, this job description is a great example of the key components used in describing the position. I have outlined them below to explain in more detail why these are important. A brief overview of the job: In the position summary it clearly states what the sales manager will be doing, outbound sales and business development for acquisition. It also points out how the candidate will be compensated in the sales role, which to anyone looking for a job in sales this is key information to know up front. What will the candidate be doing in this position? The responsibilities section clearly outlines the job duties of the position. You want to keep length in mind as you don’t want to list out every detail of the role and have seekers get bored or not apply to the job because they think they are not qualified. Usually 8-10 bullets will give the job seeker a good understanding of what they will be doing and if they can do it. TIP: Having trouble deciding on the responsibilities? Consider using our online job builder tool located on the third step in the job posting process. With a couple of clicks you will have a pre built starting point of keywords to use, and basic job duties which you can expand on to personalize the job description to your requirements. What are YOU as the employer looking for in an employee? Under the qualifications section, this lists out the most important skills that the ideal candidate must possess in order to be considered. Like the responsibilities you don’t want to list out each specific skill you are looking for. Instead, highlight 8-10 of the top things you want this person to have and be able to demonstrate. Use Keywords you think that a Job Seeker will notice.Throughout the body of the job description you will want to make sure you are using industry buzz words or keywords that seekers in this position would use to locate your advertisement. As you can see from the summary, the responsibilities and qualifications use several keywords a job seeker looking for a sales role might enter in a search or look for in a job description. For example:

Sales SalesForce Consultative Negotiations Close Forecast Goal

The more keyword-rich and organized you make your job description, the better chance you have at attracting candidates to your position and finding the desired employee. Ashley Bosselait Manager, Customer Care America’s Job Exchange

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