Your job is to sell the company in a job description, so that the business vision comes across loud and clear.
This checklist can help.
The Human Resources industry is still transitioning. It was the department that hires and fires. But now, it’s an inclusive team offering education, development, and empowerment support.
Job descriptions are the last thing on anyone’s mind when there’s growth in a business. HR professionals need to be the ones to slow down and analyze the best bits, and effectively communicate that excitement. It’s the way you grab a candidate’s attention.
As the recruiter, the main goal should be to attract that core number applicants who want that particular role with a passion.
Follow this checklist, and you will find the right hires at the right time.
1. Sound like a human being.
Are you hiring robots or people?
Today’s job seekers are much more discerning about companies and opportunities they apply to. Your job descriptions should be elevated to meet those needs. If you’ve been writing job descriptions the “old” way, descriptions will be formal, long, and dry. We need to inject a little humanity to make them real. It’s in the emotional connection an applicant may have to a certain role or position, that you will find the right hire.
Here’s a tip: Record yourself talking about the job and its requirements. Then, listen to it. Write your description based on that conversational approach. Type it up, then record yourself reading the job description.
– Does it make sense?
– Did I cover all important areas?
– Would I apply if I were a candidate?
If you can answer all areas with a ‘yes’, then you have a good description. Go a step further and have someone in the age group of that candidate to read it. Take their suggestions and edit until you have great description.
2. Share your culture.
We’re in a candidate-driven market. The notion that candidates should be grateful for any opportunities – is just flat out wrong. Today’s job seekers have more choices than ever! They need a reason (other than money) to choose your company over the competition.
Take this opportunity and share the unique company culture in the job description. Do you have additional personal development plans? Did you just install a new networked time app to let the team work remote? Now’s the time to share it! Anything you can do to differentiate your business from the competition. This will build your employer brand, and will help your job description stand out for the right reasons.
Candidates DO NOT CARE about ping pong tables, team work or pizza on Friday. They DO CARE about how a company will help further their career or encourage mental health awareness, to maternity or paternity allowances. If your company doesn’t have things like that, it may be time to update your policies!
3. Make the Description Quick and Easy to Read
When was the last time you applied for a new role?
Applying for jobs is full-time job for many people! Crafting unique resumes and cover letters, searching for jobs, then reading descriptions and applying (often with a frustrating process within the applicant tracking system) is exhausting for candidates.
If you can convey the company and role within the first two bullet points, you’re much more likely to have candidates apply.
Focus on the most important facts and points, and leave the rest to your hiring process. The simplification will make it that much easier for candidates to get to the “good” stuff (and will look much better on a mobile phone app).
Go one step further and use the “easy apply” features on job boards. Unless you have a psychological process included in the hiring strategy, most candidate will thank you for not over complicating the hiring process.
4. Include a call to action.
Want candidates to apply now using your ATS? Prefer that they send a resume to your hiring manager? Tell them first!
Be specific in the first paragraph, or use that “easy apply function” to ensure that candidates can clearly take the correct next steps in your hiring process.
As a bonus, candidates who don’t follow these directions may not be as detail oriented as candidates you would need for certain roles. You can potentially weed out those who don’t follow the directions here.
Job descriptions are one component of a successful recruiting strategy, but there is much more to attracting and hiring top talent. At Staff Depot, we have an extensive network of top candidates across Ontario. Staff Depot today to learn how we can help your business maximize its talent investment.