The job description format has certainly been around for a long time, but that doesn’t mean that little or no thought should be put into it. Candidates don’t want to see the same typical and boring job descriptions over and over – they want to be attracted to your organisation by what you have to say.
We explore some full-proof ways of getting candidates’ attention (for the right reasons):
Understand what candidates want
Before anything else, you should determine what your candidates are looking for. Their behaviour is essential to creating a job description that will catch their attention. Once you know this, you can cater the job description to them. The purpose of your job description isn’t about weeding out the candidates you don’t want, but rather about engaging and attracting the talent your organisation does want.
Use current employees
Don’t be afraid to get your existing employees involved in the process to hook in new employees. Your employees are the best asset you have, and no doubt candidates will want to see the company through the eyes of those who already work there. You could show short, unscripted videos of employees describing what it is they do each day, and why they enjoy their job.
Be exciting but authentic
You don’t want to come across as an unexciting employer, so use dynamic and positive language where possible. Equally you don’t want to come across as over the top or not genuine – candidates want to know the true personality of your company, not the fake brand that you might want them to think you are. Don’t make yourself out to be something you aren’t, but do stress what it is that makes your company exciting.
State what you’re looking for
State the qualities that you are looking for in a candidate – be specific about the skills and traits that you desire, to ensure you are attracting like-minded talent who would fit your organisation. Don’t just list the requirements, but do paint a picture of what a typical day would be like in the role at the company.
Be careful not to make your job description overly corporate or full of jargon that candidates won’t understand or appreciate. Your job description should be simple and engaging, but still have enough detail to attract candidates.
Stress your differences
What makes you stand out as an employer? Get across what it is that makes you different and unique – what it is that sets you apart from the competition – in order to win the best talent. Maybe you have an impressive list of clients, or great company benefits and incentives for employees? If so, make sure you include this in your job description.
More ways to create a good job description
- Describe your company culture and values
- State the salary of the job
- Include a catchy title to draw in the candidate
- Include a call-to-action to help convert the candidate
- Stress any opportunities that lie ahead in the company – candidates want to know what career progression is on offer
- Make sure your tone of voice reflects the company’s brand – if you’re looking for a creative person or claim to be an innovative organisation, ensure your job description is also creative!
Why concentrate on your job description
You spend time and resource innovating other areas of your recruitment strategy but if your job description doesn’t draw the best candidates in, this other investment is a waste of time. Know your candidates, ensure that your brand is shown in its best light by its strongest advocates, your current employees, be clear and importantly, highlight why candidates would be fools to look anywhere else for their future career. Follow these steps and you’ll be sure to attract the very best talent.