It’s clear that there is a war for talent and HR need to be on their A game in attracting the best in the market. One of the ways to do that is the often overlooked job description. HR and hiring managers often focus on compensation and benefits, employee engagement and company culture. However, your first point of call in attracting the best candidates is using the job description to wow potential talent.
If your job description is too casual that mentions only perks it cannot only attract the wrong candidates but also leave potential ones uninformed. On the other hand, if a description is laden with company-specific jargon and a wishlist a mile long it could turn a lot of potential skilled talent off that feel like they don’t tick every criterion of the ad.
“A well-written job description can mean the difference between a trickle or a flurry of qualified applicants,” said staffing expert Diane Domeyer, executive director of The Creative Group to Robert Half. “Conversely, a poorly written job description can significantly expand the quantity of unqualified applicants. Writing a good job description requires an ability to prioritise essential skills and qualities while also ‘selling’ your company to job seekers.”
The key is both informative and inspiring and recruitment site Robert Half has these recommendations.
1. The blueprint
You have recruited plenty, so having the basics down makes the whole process a lot easier. Make sure to include;
The job or position title, the department within the organisation the position is for, a summary of the position and the job responsibilities. the position’s essential duties, educational requirements, specific knowledge, skills, work history, or other experiences, training, language, or aptitudes required for the job and qualities or attributes that contribute to superior performance in the position.
2. Keep updating
As technology changes so too will the requirements of the job. So if at first, you don’t catch any fish update, update, update and try again.
3. Keep your priorities in order
Don’t scare off potential candidates with too many “must haves”. Instead of providing a laundry list give five or six essential attributes that are crucial to the position.
4. Unicorns don’t exist
Everyone wants rock star candidates but that could mean waiting too long and missing out on a diamond in the rough. Don’t have unrealistic expectations but rather know what skills are uncompromising and what can be developed. Rather focus on someone who fits the company culture than hunt for a unicorn.
5. Inject your personality
While clear and concise language is important, use the job ad as an opportunity to showcase your company’s culture. The wrong fit can be truly costly so take the time to paint a picture of what its like to work at the company.
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