How To Write Job Descriptions For a Marketing Hiring Process

What Is a Job Description?

Job descriptions are critical to hiring the right person.

They help you find the right person by giving insight into what skills, experience, and education are required for a particular job.

They also help you sell your company because they communicate exactly what it’s like to work there. And they help you sell yourself as an employer, which is important in attracting top talent who want to work with companies that do things in a way that aligns with their values (and money).

Because of this, it’s important not just that they’re written well but also that they reflect current needs at your organization — even if that means revising them from time to time based on changes within the team or industry trends.

How Do You Format a Marketing Job Description?

Formatting a marketing job description is an important part of your hiring process. A well-formatted job description will help you attract the right candidates for the position and make it easier for applicants to find information about your company, including salary and benefits.

Here's how to format a marketing job description:

• Start with a title that clearly states what type of role you are hiring for (e.g., "Senior Marketing Manager").
• Next, provide a list of responsibilities or duties that describe what the person in this role will do on a day-to-day basis ("Manage all aspects of marketing campaigns and initiatives").
• State any requirements or qualifications needed for this position (e.g., "Must have experience managing large budgets").
• List any additional details that may be relevant to candidates' interest in applying ("Work from home one day per week").

Job Summary and Overview

The job summary should be a concise overview of the position. It should include any key responsibilities, though it should not be an exhaustive list of every possible duty you might expect someone in this role to perform. Use strong words that describe what sets your company apart from others and why candidates will want to work there; avoid jargon or industry-specific language unless you're sure all applicants will understand it. Use the same words found in your job title here, as well as department and location information (e.g., "Marketing Manager at ABC Corp in New York City").

You may also want to include some action verbs for each bullet point so that candidates can envision themselves actually doing those tasks every day!

Organize Your Requirements Into Hierarchies

You should organize your requirements into hierarchies. A good hierarchy has three levels:

• Experience level: The different jobs an applicant has done in their career. For example, a Marketing Manager would have more experience than a Marketing Associate.
• Skill level: The different skills required to do the job well. For example, someone who knows how to use Google Analytics and has been doing it for several years should be considered higher on this scale than someone who only knows how to set up Google Analytics once and doesn't know how to use any of its advanced features (and therefore cannot provide much value).
• Personality trait(s): Things like "analytical" or "detail-oriented." These are things that can help you identify who will fit into your company culture better than others—and they're also useful when considering whether someone would be a good fit for the actual position they applied for (which should be based on their experience).

Make Sure You're Clear About The Job Responsibilities

The job responsibilities section is the part of your marketing job description that will help you determine what skills and experience you want to see in a potential hire. It’s also the place where you can give potential candidates a better idea of what they’ll be doing if they accept your offer. So, it’s important to make sure this section is clear, concise, and complete without being too long or boring.

Here are some examples of things you might include in this section:

• The day-to-day tasks that someone would be tasked with on a daily basis as part of their role at your company
• What kind of projects they would take ownership over (and when)

Does The Candidate Need To Have a Specific Degree or Certification?

Does the candidate need to have a specific degree or certification?

If so, list any marketing-required certifications. You can use the same format as education:

• Certification name (ex: Microsoft Certified Professional)
• Date earned (ex: 03/15/17)

This is also the place where you might list experience requirements. For example, if someone needs to have worked in digital marketing for at least three years, you could write "3+ years of digital experience."

A Well-Written Job Description Can Help You Find The Right Person

A good job description should clearly describe what is expected of an employee in their role at your organization. You want to make sure that it speaks directly to those who are looking for employment with your company so that when someone applies for an opening they know exactly what it will entail if their application is accepted.