Finding the right employee often starts with a great job description. But, job descriptions can be challenging to write as they must describe the position and attract potential candidates.
Do your job descriptions need an overhaul? Use these five tips to improve your listings.
1. Start with a Great Job Title
Titles can be tricky. Generic labels such as “Manufacturing Position” fail to attract interest, and creative titles like “Coding Wizard” won’t show up in search results. The best strategy is to write titles that are both informative and easy to understand.
Do
- Include industry-standard language
- Front load titles (The first two words are the most important.)
- Expand your abbreviations (Is a PA an accountant or an assistant?)
- Watch the character count (The typical online title is 12-20 characters.)
Don’t
- Use terms like Ninja, Rockstar, Wizard, World Class or Guru
- Add phrases such as “Apply Now” or “Competitive Salary”
- Insert redundant information (Don’t put in location if there is a location field.)
2. Provide an Accurate Job Description
A job description containing incorrect, outdated or inadequate information will bring in the wrong candidates. Thoroughly describe the position by including the following:
- Type of employment – full-time, part-time or contract
- Job location
- Purpose of the position
- Essential responsibilities
- Daily routine and/or time on task
- Insights into the company culture
In addition, pay attention to formatting. Use headings, short paragraphs, categories and bullet points. No one wants to read a multi-page paragraph blob. And, guess what? Search engines like well-structured job descriptions too; they give those listings a higher ranking.
3. Clarify Skills and Qualifications
A vague or incomplete list of skills will cause confusion and lead to unqualified applicants. Be specific and add details such as:
- mandatory qualifications;
- required licenses and certifications;
- level of experience;
- preferred skills; and
- necessary traits or attributes.
And, don’t forget formatting. You want potential candidates to know they might be a good fit at a glance. Make this information easy to digest, too.
4. Include Compensation, Benefits and Perks
Many organizations balk at the idea of adding pay scale. However, this can be vital information for potential applicants, and it can allow your organization weed out candidates who would only consider a higher pay rate. If you are still uncomfortable inserting this figure, try posting a salary range instead. Also, be sure to highlight other benefits including health insurance, retirement plans, paid vacation, flex-time and remote work. These are all selling points.
5. Sell the Position and Your Company
Finally, be creative. Once you have recorded the necessary information, share what makes your organization great and the position exciting. This is a job with purpose. It’s a chance for career growth. There’s an opening to join a dynamic team. Employ invitational language to encourage job seekers to take advantage of this opportunity and apply.
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