When responsible for managing staff, one of the most important tasks is hiring new employees or contract talent. Choosing the wrong person can have negative consequences. In turn, if your job description does not accurately describe the job requirements, you may not attract the right person for the job, or high quality talent. So what is important in a job description for today’s best candidates?
Convey Your Company’s Culture
Company culture is very important when it comes to interviewing and recruiting a potential employee. Your want to attract candidates that will be a good fit for the company and will enjoy coming to the office every day. You may think that you have found the perfect candidate based on their education, experience and skills, yet, if this person is not a culture fit, he or she may not be productive or perform to their full potential. Communicate the corporate mission, work-life balance and other important aspects of the company culture in your job description. If you offer remote work opportunities, flexible schedules or an on-site gym, include each on the job description, it can make a difference between competing opportunities.
Make it Interesting
Candidates spend significant time looking at job descriptions and hopefully tailoring their resume to that description. Many candidates will simply move on to the next employment listing if they are reading a boring job description. Make your job listing stand out by being creative. Use a unique font or text color. If you can, add a short video to the job description. The video could talk about the positive aspects of the role along with some perks of the company. It could also feature employee testimonials talking about why they love working for the company and where the company is headed in the future.
Focus on What Is Most Important
A job description should be short and simple. Do not drive away potential candidates by listing every single desirable qualification. The ideal candidate may not have every skill that on your list. Language that is exclusionary may cause the perfect candidate to not bother applying for the position. So, choose what skills are most important and list them in the job description. Stick to about five or six key qualifications. The same goes with job duties. Do not list every duty associated with the job. It does not provide insight into what tasks are the most important and can drive potential candidates away. Instead, choose five or six of the most important responsibilities for the position.
Do you need help writing job descriptions or identifying talent for hard to fill roles? Give us a call at (877) 746-8450!