The hiring process can be challenging. There are numerous things to take into consideration when you are looking for a new employee: budget, time frame, essential skills and experience, cultural fit. The list goes on.
However, recruitment should be celebrated. After all, if you are expanding your team your company is growing!
One of the first steps when recruiting is to decide on exactly who you are looking for and to create a compelling job description.
Simple enough right? Not necessarily.
The job advert will represent your company and your hiring needs. A well-written job advert – with a focus on the required behavioural characteristics – will attract the right applicants.
If your advert is not clearly targeted, you may have wasted your time, or it may lead to the wrong hire. Hiring mistakes are costly!
Appeal to your target audience
As with any job description, you need to include the basics such as job title, purpose of the role, likely duties, and the necessary essential skills.
It is also important to include information on the likely work environment and company culture. This is an opportunity for you to showcase your employer brand and ensure consistency.
Will your future employee work in fast-paced sales with a large number of employees or will they join only a small team? Some employees thrive in a small company, but some need the career potential of a larger organisation. Stating this will help you to attract suitable candidates.
You should also provide clarity on what type of person would suit the role. So, if you are recruiting a Senior Sales Administrator you might want to add a line that says, ‘Outgoing and dynamic individual required for a challenging and rewarding role’.
If you feel unsure about exactly what behavioural characteristics your candidate will need, a job assessment tool can be useful.
This will help you to objectively determine the behavioural traits and capabilities that are necessary for someone to be successful in the position. You can then include the appropriate key words in your job advert.
Remember to use keywords
Many job seekers use keywords when searching for a new role. They will search locations, industries, working hours and of course job titles.
It’s important to include keywords in the job title. For example, if you are recruiting a part-time employee, you could make the job title “Accounts Assistant – Part-Time”. This will ensure that anyone scouring the internet for part-time accounts work will see your advert.
A job description needs to be written in way that speaks to the job seeker. Do you need a person who is diligent and safeguards your company? Your company maybe in a growth phase and you may need someone who can learn the ropes quickly.
Mentioning these behavioural characteristics will help ensure a good job fit and ensure that your job advert appeals to the right person.
However, be careful not to overuse keywords in the job description. This will make your advert repetitive, and it may negatively impact the ranking of your advert on search engines.
Keep it short and sweet
According to research 45% of job seekers search for vacancies on a daily basis using their mobile device. So, making your advert mobile friendly is key – this means keeping it clear and concise.
Try limiting the list of duties and responsibilities to 5-7 item. This is the section of the description where most candidates will decide if the role is suitable for them or not.
Make sure to only mention the essential qualifications, experience and traits that are required in order to perform the role well. Avoid mentioning tasks that are in the category ‘would be nice to have’. These can be discussed at the interview stage.
Make your company attractive
Job descriptions are important. They showcase your company. A well written advert will attract the applicants you are looking for.
Make sure to emphasise any company benefits. Provide a brief description on what your company does but avoid jargon that may not make sense to people outside your company.
Ask your employees to read the job description. Be open to opinions from others as the description really is a selling tool for your company and sets the tone of your employer brand.
This will help you to attract the best candidates out there!
As back up tool, why not try a job description analyser to find out if what you have created is working for or against you?
We would love to hear about your experiences with writing job descriptions. Please leave a comment below.