These days, recruiters know just how difficult it can be to attract top talent to an open roll. With the job market growing increasingly competitive, every aspect of filling a role needs to become strategic, thoughtful, and engaging. Old job descriptions that list a simple outline of basic responsibilities, education, and work experience requirements aren’t going to cut it. Candidates are looking for roles where they can make an impact, companies they can be proud to work at, and office environments where they feel they can grow. In this post, learn how to write better job descriptions in order to attract the best candidate to your open roles.
In your job descriptions, replace tasks with “impact”
In your job description, while you might still want to outline certain daily tasks that a candidate might be responsible for, don’t stop there. Be sure to help your candidate understand the impact their role will have not only in their own team but on the company as a whole. Answer questions like what decisions they will have the authority to make and who they’ll regularly report to. In what ways will you expect them to grow as an employee? If a candidate is able to understand their role within a wider functioning team and corporation, their ability to find purpose in their work will greatly increase.
Instead of saying “Candidate will be required to hold weekly meetings to debrief the team,” say, “Employees will be able to effectively communicate with their team during weekly standup meetings.”
Replace qualifications with abilities
While, yes, many positions may still require a candidate to have at least a bachelor’s degree, but more and more these days, candidates are finding ways to self-educate and gain experience that may not check the traditional boxes in a job description. Instead of listing requirements like minimum education and years of experience, list things that your candidate should be able to do proficiently. then, list certain things that your candidate will be able to learn on the job, if anything.
Ask the candidate if they’re right for the position
While it might seem scary to discourage candidates from applying to a role, you might save yourself a lot of work by first asking them if they think they’re a great fit. Not everyone with the right degree might be the best person for the job. In your job description, why not list what the best candidate would be passionate about.
Would a great candidate be an outside-the-box thinker? People person who can strike up a conversation with just about anyone? Avid problem-solver? How important is it they they’re continuously learning and improving while on the job? Paint a picture of your ideal candidate and let the applicants first decide if they’re the right for your company or not.
Keep your company culture in mind
Hiring for company culture isn’t just a big deal for candidates wanting a workplace they feel comfortable and motivated in, it’s important for companies, too. An employee who’s the right fit will help a team grow and learn and bring value to your company. The wrong hire, however, and destroy a team’s morale which can disrupt a company’s momentum from the inside out.
So how clear is your company’s culture when a new applicant views your job description? This is a great place to insert a company video if you have one. Bring the candidate along for the story of how your company got off the ground and why it was created in the first place. Let them know what drives the employees in your company and how they work best together. Include things that your employees like to do together for fun, but don’t make that the main focus. A statement like “We are a mission-driven company that consistently gives back the community” would be a perfect example of showing what your company stands for and what your employees care about.
Let candidates know how they will grow at your company
As we said earlier, candidates are looking for opportunities to grow and learn in the workplace. This can actually be a great competitive advantage if your company can offer these opportunities to candidates. If you’re able to offer cert sponsorships, advanced training, etc., let your candidates know in your job description! Besides this, candidates may ask you during an interview what the career path looks like for this type of role. Be prepared to give a thoughtful answer as this may be the differentiator between a candidate choosing to work for your company or a competitor.
Also read: Why Companies Should Offer Employees Mentorships, Certifications, and Personal Growth Opportunities
Revamp your company description
Why should a candidate want to work for your company? With today’s competitive job market, it’s extremely important to let applicants know why your current employees enjoy working for you. If your benefits stand out from your competitors, let them know! Candidates will also be curious to hear about your office culture. Feel free to include a brief summary of what a candidate can expect. If you have a company video, even better!
Attracting top talent is just the beginning of the hiring process, but it’s an important beginning. What do you do to make your job descriptions stand out and get the right candidate to apply to your open roles?