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GUIDE TO CRAFTING
A COMPELLING
JOB DESCRIPTIONCreating a compelling job description is critical to
attracting high quality and relevant candidates. Before
posting a job, think about the role you are hiring for and
the skills a successful candidate should have. Use this
guide to help craft a uniquely informative and compelling
job posting.
QUESTIONS TO CONSIDER:
• What characteristics differentiate your organization from your competitors?
• What is the culture of your organization or team?
• What makes this job unique?
• Is this role part of a structured program (i.e., formal summer internship program, leadership development or rotational program)?
• What responsibilities will this role hold?
• What are some examples of day-to-day tasks for the role?
• To whom does the position report?
• Is this an independent role or a team-oriented position?
• What departments will this role collaborate with?
• Are there distinct relational opportunities in this role (i.e. working with the CEO or other senior leaders, collaborating with other interns)?
• How much travel is required or customary?
• Where are your offices around the world?
• If posting an internship, can this role lead to a full-time position? Is there a particular project the role will focus on? Are there examples of projects from past years if a current project is not yet confirmed?
• What unique long-term career opportunities are typically available for someone in this role?
COMPANY PROFILE,
CULTURE AND ROLE
Capture the essence of your company by highlighting
your company mission, industry focus and what
makes your firm unique. Be as specific as possible
about general day-to-day responsibilities and high
level goals and objectives.
QUALIFICATIONS AND
RECRUITING PROCESS
Provide detailed information on the type of experience
and skills that you are looking for in a candidate,
as well as the recruiting process candidates should
expect.
QUESTIONS TO CONSIDER:
• How many years of experience are required? When posting a job at HBS, you may want to select Alumni as the Job Audience if you’re seeking more experienced talent.
• Are there skills your company values that might be represented in industries or functions different from those in your job description?
• Are dual degree candidates, i.e. JD/MBA, MD/MBA, MPP/MBA, MPA/ID-MBA encouraged to apply?
• In addition to skills, are there personal qualities you’re seeking which would make a candidate a particularly good fit with your organization?
• What can a candidate expect from your recruiting process?
• Is there a particular type of interview you plan to conduct (e.g. case interview, behavioral interview)?
HBS RESOURCES:
• Recruiting Platform: Organizations may find and hire talent at HBS byposting a job in our recruiting platform. Job postings are free of charge toorganizations, and students and alumni can search by industry, function,location and more. Post a job in the HBS recruiting platform.
• Student Clubs: Work with the leaders of relevant student clubs to promoteyour job posting among club members. Partner with one of the 50 career-related clubs.
• Resume Databases: Search the alumni or student resume databases andsend targeted emails to students and alumni of interest informing themabout your job opportunity and your interest in their candidacy. Viewstudent and alumni resumes in the HBS recruiting platform.
• Social Media: In addition to creating awareness of your organization andbroadcasting job opportunities, relevant social media platforms can be agreat place for current employees to tout your company culture and for youto connect with candidates of interest. Connect with our office on Twitter.
PROMOTE YOUR JOB
OPPORTUNITY
AT HBS
There are many resources to promote your job
posting among targeted groups of HBS students
and alumni.
