The hiring process starts with the job description. Like a fisherman using the right bait, it’s important your job descriptions attract the right candidates.
In this business guide, you’ll learn what to include in your job descriptions, as well as some tips that can make them standout to quality candidates.
Writing a job description is like doing a puzzle. You need to connect all the right pieces to give candidates a complete picture of the role. Here are the components of the common job description:
Now that you know what to include in your company’s job descriptions, let’s talk about how you should go about writing them. Here are some tips to keep in mind:
Some companies go off the wall when writing job descriptions. They come up with job titles that include terms like “rockstar” and “ninja.”
Creative job descriptions can be a relief from the same old stuffy ones we’re all used to. But keep in mind they tend to appeal to young people who are looking for a hip company to work for. Seasoned professionals search for more traditional job titles that align with where they are in their career (i.e. manager or director).
In most cases, writing a standard job description is the way to go. Getting too cute with your word choice can make your company seem unprofessional to the majority of job seekers. They’ll roll their eyes and chose not to apply. Additionally, creative job descriptions aren’t search optimized. Most people with a background in data analysis don’t go to job boards and search for “data ninja.” They search for common job titles, like “data analysis” or “data scientist.”
Unless your company culture and role requirements allow for it, try to avoid creative job descriptions.
Earlier we mentioned it’s important to share salary in job descriptions. Many companies omit this information but progressing through the hiring process with candidates who have different pay expectations is a waste of time and resources. Here are three ways you can share salary details in your job descriptions:
Since most roles don’t have a fixed salary and vague language leaves too much to interpretation, the third approach is often best. Most candidates also have a salary range in mind and will be happy to proceed through the hiring process if they know their pay expectations are reasonable. When you get to the offer stage, salary negotiations will be quick and painless since neither side will be caught by surprise.
Job descriptions connect you with the right people. Follow the instructions in this guide so your hiring process gets off on the right foot.
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