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Job Descriptions That Work Best for Recruitment

Job Descriptions That Work Best for Recruitment

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Searching
for potential employees to fill an open role can be a task full of trials and
tribulations. But one way to make the hiring
process
smoother and attract great candidates is to
write an accurate, concise job description.

Why?
Because a job description is the first thing applicants see when they’re
researching a position and company. A comprehensive, well-written explanation
of your company’s open role can be the difference between a candidate applying
or continuing to look elsewhere. Companies and hiring managers should dedicate
time to creating a job posting with accurate, honest information that delves
into the basic job responsibilities, reporting relationships, and the culture
of the company as a whole.

Below,
we’ve gathered our top tips to draft a job description that will attract top
talent to your business:

Tip #1 – Don’t exaggerate when describing the job title

A
job title is a basic but crucial element of your job description because it
shows the level of the position and the basic functions of the job. For
example, there is a huge difference between the job
title
, “Social Media Strategist,” and, “Director
of Social Media Strategy.”

When
you’re recruiting and drafting a job posting, a job title needs to be clear and
concise. Don’t just add misleading content to get people excited about a
potential job if it’s not true or pertinent information.

If
you’re hiring for a junior, mid-level, or senior position, state that in the
job title section. Job titles should give applicants an idea of how much
experience they require to be considered for the role.

When
applicants are unsure of the job they’re applying for, they might feel confused
when writing their cover
letter
for the position or they’ll simply apply for
a role that doesn’t reflect their work experience level. A strong and concise
job title will help the recruitment team go right into the responsibilities of
the job and guide applicants toward a decision to apply or not.

Examples
of job titles:

  • Senior Facilities Planner
  • Marketing Director
  • Junior Copywriter
  • Guest Services Coordinator

Tip #2 – The importance of having an effective overview
of the job

Well-crafted
job overviews help narrow down the
right candidate
for the position. Here are some
essential parts of a job overview you need to include:

  1. Basics:
    job title, hours, shifts, pay grade, overtime requirements, weekend
    availability
  2. Summary of position:
     general responsibilities, reporting relationships, and descriptions of
    key tasks
  3. Qualifications:
    education requirements, certifications, and training
  4. Special additional requirements:
    lifting requirements, travel, and standing, etc.
  5. Job duties and responsibilities: Be
    as specific as possible. For example, “You will be responsible for managing
    content,”
    is too vague compared to descriptions like, “You will be
    responsible for managing our social media content across Facebook, Instagram,
    and our blog that reflects our brand voice across all channels.”
  6. Benefits: Paid
    time off, sick pay, 401(k) plans, health insurance, etc.

Another
component that recruiters and hiring managers often forget about is listing
soft skills a candidate requires to be successful in the open role. For
example, in a sales position, it will be imperative that an applicant has great
written and verbal communication skills.

While
you can suss out that information during the interview, adding soft skills to
the description will help filter out candidates who don’t meet the holistic
picture of your ideal employee, making your onboarding
process
quicker more efficient.

Here
are some examples of soft skills you may want to include in your job overview
section:

  • Positive attitude
  • Team player
  • Self-confidence
  • Ability to handle criticism
  • Time management skills

While
these skills aren’t necessarily measurable, they will give applicants a better
idea if the open position fits them on a level outside of education and
experience. After all, you could interview an applicant who is perfect on paper
but whose lack of soft
skills
end up being a deal breaker.

Legs crossed

Tip #3 – Job descriptions need to support the
recruitment team

A
job description is much more than just a blueprint defining an open position.
It’s also a way you can attract more serious applicants. These vague, confusing
job descriptions cast a wide net that may apply to an overwhelming number of
candidates. A job description lacking critical elements like education
experience or time spent in the field means you may be encouraging under or
over-experienced applicants.

On
the other hand, a descriptive but concise job posting will help filter out
those who don’t fit the description. For hiring managers, this will help ensure
less time is wasted in the recruitment
process
because they won’t have to spend as much time
and effort weeding out resumes.

Hiring
managers have an incredibly important task to complete: find possible employees
who will be productive and successful. The recruitment team should be able to
rely on the job description to help narrow down which applicants to invite in
for an interview.

Accurate,
distinct role descriptions also help the recruitment team compartmentalize
different job postings and avoid confusion when multiple postings go live at
the same time. For example, if you have two copywriter positions with differing
levels of experience required, you’ll want to make sure those responsibilities
reflect the contrast between a “Junior Copywriter” and a “Senior Copywriter.”

Magnifying glass checking out a person

Tip #4 – Be social about it to make recruitment more
fun

Sure,
there are plenty of job sites where you can post open positions, like
Craigslist, Monster, and Indeed. However, one of the best resources to take
advantage of when you’re announcing job openings is social
media
. Not only can you leverage your own network
to find a great fit, but you can also open up the possibility of your extended
network – aka friends of friends – seeing the post and sharing it.

This
is an opportunity to engage the right audience for a position by being active
in certain social media groups, especially groups relevant to your industry. In
addition, social media provides an opportunity to increase your company’s
visibility to the public and enhance your brand awareness.

Pro
tip:
Make sure that your company or business has an active social
media page across popular platforms like Instagram or Facebook so candidates
can gain some insight into your company culture.

Tip #5 – A job description should help structure the
interview process

The
job description should act as the backbone of the interview process during
which you can evaluate
a candidate’s
overall fit. The duties and
responsibilities listed in the description are the foundation for questions
regarding an applicant’s education, experience, and job history.

For
example, if you’re interviewing for a social media advertising position, you
can ask applicants about their experience working on a successful campaign and
how they’d bring those strategies to your company’s open position.

While
your main focus should be examining how well an applicant matches the
requirements of a role, don’t forget to evaluate the candidate as a cultural
fit as well. This will go a long way toward ensuring work team cohesion and
overall happiness on the job.

Shaking hands for the job

On
the applicant side of things, a good job description also gives potential
employees
the opportunity to anticipate questions they
might be asked in the interview. And in turn, the questions candidates ask from
the job description will help highlight their desire to learn if they are
offered the job

Takeaways: Tailoring your job descriptions to attract
top-notch candidates

The
hiring process is not always easy, but you can take certain steps to improve
your results and find amazing candidates. Writing a catchy but concise job
description will go a long way toward finding the perfect candidate for your
company. Remember: create a distinct job title, define the role, and list out
hard and soft
skills
. With these tips, you’ll be on your way to
onboarding amazing talent in no time.

Last modified: May 21, 2019

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