Tired of endless hiring cycles and still struggling to find the right candidates? 76% of hiring managers find it challenging to attract, hire, and retain high-quality talent. While you are trying to find the right candidate for an open position, one of the most important things you need to do is write a good job description. In many organisations, the hiring strategy is sabotaged by presenting job descriptions in a manner which prevents them from reaching the right candidate. 89% of candidates preferred job descriptions which are detail-oriented. An effective job description not only attracts highly qualified candidates but also enhances your employer branding. To ensure that you write an effective job description, follow the few tips and general guidelines mentioned here:
- In an attempt to make job titles sound funny or creative, do not make it sound vague. The job title has to truly reflect the role. Sticking to traditional job titles makes it easier for candidates to find relevant jobs.
- The words used in the job description should correspond with the keywords candidates use to find a particular type of position so that search engines find it quickly.
- Spelling and grammatical errors discredit job descriptions and decrease their credibility. Try to avoid them.
- Videos are impactful and can narrate a story effectively through relevant content. Using recruitment videos to capture attention can improve a candidate’s understanding of a job description by as much as 300%. Use JD videos.
- Unintentional use of gender-biased language furthers the gender imbalance. Do away with gender-biased language by using gender-neutral titles.
- Prior to writing a job description, jot down at least 3-4 critical qualities that your new employee must have as it will help you specify who you are looking for.
- Becoming an inclusive talent brand to accommodate talent diversity, especially at top roles, directly affects the bottom line. Make job descriptions inclusive.
- Keeping job descriptions precise in a format that can be easily scanned on the mobile is an effective way to get the attention of the candidates. Dividing information into smaller points makes it easier to read.
- A ‘Call-To-Action’ statement at the end of the job description such as ‘apply now’ or ‘click to send your resume’ gives applicants the push to act and apply.
- Putting out an engaging and creatively crafted overview listing the key responsibilities and how it contributes to making the business better makes the overview compelling.
- Refer to the company’s policy before including any information about salary and benefit.
- Including the pointers on education level, certifications or licenses, years of experience, skills, computer proficiencies, and any other expertise is relevant to the job in order to attract applicants with the right abilities.
- Include things that add value to the vision and mission of the company, the people who work there, and the associated employee value proposition (EVP).
Finally, whether or not a company is able to retain its talent boils down to the company’s culture. Therefore, descriptions must align with the organizational culture.