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Power up your job descriptions – you’ll hire better talent
You might not realise it, but there is a problem with your job descriptions. Even though 72 per cent of hiring managers say they provide clear job descriptions, just 36 per cent of candidates say they are actually provided with them.
It’s not just clarity that’s the issue. Many job descriptions feature a lacklustre list of required skills and not much else. Few manage to grab the reader’s attention and get them excited about the position. As a result, that perfect candidate could quite easily slip through your fingers.
So, here’s a quick guide to powering up your job descriptions, which should help you hire better talent.
- Think like a career seeker
Sounds like obvious advice, but its extremely effective. By putting yourself in a career seeker’s shoes, you will be able to highlight the best aspects of your company and the job in question.
Avoid trying to attract as many people as possible in a short period of time. Instead, write a description that will appeal to the very best applicants.
- Work with the hiring manager
It’s an all too common problem with recruitment, which doesn’t get addressed enough – the recruiter and the hiring manager aren’t on the same page in terms of what the ideal candidate looks like.
Then when it comes to the job description, the candidate could be given mixed messages or completely irrelevant information. Therefore, the hiring manager should be a part of the process from the get-go.
- Match the motivators
Although a lot depends on the job itself, your descriptions should speak to the motivations of candidates. For example, some people are driven by professional growth, while others want to work for a well-known brand.
Identify the candidate motivators your company consistently meets and make sure to convey these in your job description. You’ll soon receive applications from those who are passionate about working for your organisation.
- Know what you really want
Part of the relationship between the recruiter and the hiring manager should be a deep understanding of what the business really wants and needs. The recruiter should absorb everything the hiring manger has to say too.
But because hiring managers want everything, it helps to clarify what current top performers look like. Ask questions like “what are their best traits and why do they succeed in the role?”
- Now style it out
Last but not least, you will need to add some flair and finesse to your job descriptions. With all the essential information included, you can let your creative spirit run wild with captivating and compelling language.
If you are lacking inspiration, take a look at these great job description examples from Lever. In addition to the role and responsibilities, it also covers the perks of the job as well as a timeline of where you will end up and when.
Food for thought
Did you know that men typically apply to roles they feel they match only 60 per cent of the requirements for, while women feel they need to match almost 100 per cent to apply? By powering up your job descriptions, you will encourage a broader appeal to capture a more diverse audience.
Talent Heroes is a people business. We’re contracted by clients to work in house, attracting and hiring an unlimited number of staff, for an all inclusive monthly fee.