If you have ever tried to write a job description, it’s not easy. Typically, you will find yourself either not knowing what to include or trying to include too much. When writing a job description, the main goal is the get the “right” job seeker to click on your posting, in hopes of moving them closer to applicant status. However, if your job posting doesn’t provide them with the right information, or isn’t attractive enough to compel them to apply, you will unfortunately be missing out on candidates that could be great fits for your role.
Every piece of the job description is an opportunity to attract the type of talent you are trying to hire. Although content is important in a job description, job seekers will become overwhelmed or disinterested if you try to include too much information into one paragraph. Below we will give you steps to writing an effective job posting, and how to make sure it reaches a large network of potential candidates.
Don’t feel like you must use a general job title, or an exaggerated title for your job. Start with a job title that accurately reflects the position and is easily understandable. Avoid combining multiple titles, using internal jargon or vague titles that might confuse potential applicants. Even include Software in the title.
Ineffective:
Effective:
The position overview is typically written in paragraph form and gives job seekers a general idea of what they’ll be doing day-to-day. Be sure to talk directly to the job seeker rather than saying “the right candidate.” This will make the job ad feel more personal and encourage your potential candidates to envision themselves performing the job.
Keep your statements short, but don’t be afraid to incorporate descriptive words to make them more interesting and exciting. You may also want to explain why this job is such a great opportunity and why the company would be an attractive place to work.
For this section, highlight the five most essential job duties. It’s best to use bullet points when listing job responsibilities so that job seekers can quickly scan them. Start each responsibility with a “to be” verb rather than an “ing” verb to make your statements more powerful.
Ineffective: Duties include supporting users, ERP Knowledge, troubleshooting, testing, incident escalation, and support for ERP projects, upgrades, implementations, and any other duties as required.
Effective:
Once you have a job seeker excited about your opportunity, they need to find out if they are qualified to apply. Start by listing required skills such as skill sets, education, etc. Then finish with “preferred skills” that may not be required but would be nice to have, such as additional educational experience, or knowledge using a certain tool or software program.
Ineffective: Bachelor’s degree in a field appropriate to the area of assignment and five (5) years of related ERP experience, including three (3) years of ERP support leadership experience; OR, nine (9) years of related ERP support experience, OR any equivalent combination of education and/or experience from which comparable knowledge, skills and abilities have been achieved.
Effective:
In addition to education and experience, a cultural fit within your company is crucial when selecting the right candidate for the role. Use this section to not only highlight your companies’ mission, vision and values but also include key attributes that would attract candidates to come and want to work for your company. This includes Insurance, PTO, Holidays, and any bonuses or stock options they may qualify for.
Example: At XYZ Corp. we are building a brand that allows team members to be passionate about growth, innovation, and collaboration. We are constantly striving to improve and better ourselves so that we can better support our clients. If you have a growth mindset and you thrive under pressure, you are probably a great fit for our team! In addition to working along a great team, you will also be eligible for:
Once you have effectively described the job and its required skills, your job posting should clearly communicate the job’s expectations to job seekers. In return, the candidates who are right for the position will become more engaged and interested in your job. This will ultimately boost your response quality, and help you get that much closer to finding the ideal candidate you’re looking for.
So, you’ve created a great job description, now what? This is where most are not taking advantage of the wide network of candidates that are readily available to hire. You can always post on LinkedIn, or Indeed, only to have to weed through hundreds of candidates that aren’t exactly what you’re looking for. This is where selecting a recruitment agency will be of huge value. In this market, there isn’t a lot of time to sit and wait for the right person to apply for your job. This is why enlisting the services of a specialized recruitment firm can really benefit your company. Not only can they broadcast your job to a much larger network, but you will also be able to utilize their database of candidates that are specifically screened to fit your needs.
Whichever way you decide to approach your search, the one thing that remains the most important is effectively communicating the skills required, and tailoring your description towards the candidate you want to hire. In return, the candidates who are right for the position will become more engaged and interested in your job. This will ultimately boost your response quality, and help you get that much closer to finding the ideal candidate you’re looking for.
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