The Dos and Don'ts of Writing a Job Description
Now, more than ever, writing a compelling job description is so important. The job market is HOT, there are an abundance of job opportunities out there, and if your job post doesn’t stand out, you don’t stand a chance for attracting top talent. A job description shouldn’t just be about the responsibilities of the role and what is expected of the candidate – it should also give applicants an idea of that type of organization they are joining and why they should want to work there. Interviewing and hiring is no longer a one-way street, there is a lot of competition out there and you want to make sure you are appealing to job seekers. A recent Indeed.com survey said that 52% of job seekers say the quality of a job description is very or extremely influential on their decision to apply for a job. Here are some tips and tricks for making your job posting stand out:
Dos:
Include company information/overview. Candidates don’t want to read a vague job description that appears to be pulled directly from a google search. Include a compelling overview of your organization, your core values and mission statement. Highlight what makes your company exciting and unique. For example, if your company just completed a round of funding and is rapidly growing, your organization has recently won some exciting awards, or your organization builds an exciting product that can change the world. Don’t assume that candidates are familiar with your organization, show them exactly what makes your organization appealing to candidates and why they should want to work there. A recent Indeed.com survey found that 72% of job seekers say it's extremely or very important to see details about company culture in job descriptions.
Include your Employee Value Proposition (EVP). An employee value proposition is the unique set of benefits that an employee receives in return for their skills, capabilities, and experience they bring to a company. An EVP is about defining the essence of your company – how it is unique and what it stands for. If you do not have an employee value proposition, or it hasn’t be clearly defined, work with your HR team on this. It is an important part of attracting top talent, but also the candidate experience.
Include your diversity and inclusion statement. Many studies over the years have shown how much more productive and effective teams can be when they are made up of diverse employee populations, so in order to attract a diverse applicant pool, it is crucial to include your diversity and inclusion statement in your job description. Including your D&I statement (and inclusive pronouns) demonstrates your company's commitment to building an inclusive, varied workplace welcoming to people of all backgrounds.
Include perks and benefits. A quick overview of your benefits offerings or other company perks can go a long way in this market. Many job seekers are receiving multiple offers in this market and often it comes down to the entire package. If you have a strong benefits package, tuition reimbursement, competitive PTO, offer remote flexibility, or any other exciting perks, be sure to highlight that in the job description to appeal to passive job seekers.
Don’ts:
Don’t use company jargon that outsiders won’t understand. It could potentially turn candidates off and be misleading.
Don’t include too many “must-haves” as it could drive down the applicant pool and prevent high potential talent from applying to your organization.
Don’t state that a degree is required, unless absolutely necessary for the role, as to avoid discrimination. Stating a degree is required can also prevent strong, otherwise qualified candidates from applying.
Don’t make it overly complex or long. You want to include important information about your organization and the role, while still keeping it succinct. If a job description is too lengthy or has too many “must-haves” it will lose the reader’s attention and potentially turn off candidates.
Avoid using he/she pronouns as it indicates that your company is not open and inclusive to all applicants.
Have any others tips and tricks? We would love to hear your thoughts!
Meet the Author
Tori Mitchell
President, Search & Staffing
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