Job descriptions are an informative tool.
They help candidates to better understand how they would fit into the company, and what their day-to-day may look like. Every job is different, and knowing how to break down the facts and figures into a 300-800 word description is the key to attracting ideal candidates. Here are some tips…
Come up with a system that works for you. Ideally, describing a position should be the least time consuming element of a hiring manager’s process. Knowing how to effectively curate descriptions strategically can welcome more time for interviewing, sourcing ideal candidates, and answering questions. Less time spent crafting the description allows for one-on-one discussions and quality performance.
Pitch the company! In case the reader hasn’t had a chance to check out the company yet, include some links to your website and social media so that they have the opportunity to research what you do and who you are. This section of the description should not differ from role to role, as keeping your employment brand consistent is important.
Keeping the description, of course, “descriptive” is crucial. The more information that is delivered the better. On the other hand, candidates prioritize the information that is most relevant to them.
- Are they qualified? (i.e. entry-level, junior, senior)
- Do they have relevant skills? – Always list skills in order of importance to the role.
- Does the compensation land within their desired range? – More and more states are requiring pay transparency in job descriptions.
- Will they bring something unique to the role? – Skills, passions, culture fit, etc.
- Will this role be a learning experience? – What is in it for them?
Prioritize clarity. Make sure to answer all of these questions by covering all of the bases. Outline the responsibilities as well as suggested qualifications and prerequisites. Spell out the responsibilities for increased success, and candidates will assess their own fit before applying. Be sure to stress company culture and any impact of the company that people might be passionate about.
Specify time commitment. Candidates need to know what is expected of them before making commitments in order to maintain a healthy work-life balance and to commit to all of the responsibilities. Is this job full-time or part-time? Is this a contract role? Will the new hire be on-site every day? Is this a hybrid role? Are the business hours consistent? Are holidays required? Make sure you’re on the same page about these expectations.
Accuracy is key. Make sure to review the description and check for any disconnects. These descriptions can reflect the integrity of the company and act as a perceptive tool for potential candidates. It is vital to make sure that the information is reputable and reflects the mission or goal of the company.
More than anything, It is important to be respectful of applicants’ time by posting accurate information. As long as everything is correct and accessible to the readers, you have done your job, and will have a smooth experience. If you write with all of these tips in mind, a job description can be made simple, and help your company flourish one hire at a time.
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Best of luck!
