A job description is like a dating profile: It’s a way to make a company and a job sound as attractive and enticing as possible to draw broad interest and attract the most qualified candidates.
But how do you make sure your job description is attracting the right talent? What’s the best way to present your company and your job to catch the best match? A job description is like a dating profile: It’s a way to make a company and a job sound as attractive and enticing as possible to draw broad interest and attract the most qualified candidates.
Here are five things to include:
1. Sing your company’s praises.
Have an elevator pitch-style description of the company that makes it sound like the best possible place to work. What makes your company a great place to work? What sets it apart from the competition? What do your clients say about you, and why do they keep coming back? Brag a little.
2. Talk up the culture.
What does your company value? What matters most? For example, do you offer child care? Flexible scheduling to accommodate work-life balance? If the company offers volunteer opportunities and values giving back to the community, here’s the chance to talk it up. A company that cares about its employees is one that will attract dedicated workers.
3. Explain the job, including a typical day at work.
People want to know what they’re signing up for. Offer a description of what a workday is like, including tasks, responsibilities, how much sitting or standing time is to be expected, along with the kind of weight a person would be expected to lift. Is the job physically demanding, or is it more sedentary? Would overtime be a regular demand or an occasional option? Be as forthcoming as possible, from the titles to the hours and anything else that can be shared.
4. What does it take to succeed?
An established company will have a sense of what makes a successful candidate or employee. From introverted or extroverted personalities to team players compared with self-starters, it should be obvious what kind of traits will work best with your team. Here, again, be as specific as possible in describing not an ideal candidate but one that will best mesh with your already established group.
5. Be inclusive.
To draw in the best and largest pool of candidates, be broad-minded and don’t write anyone off, especially not before they’ve had a chance to write their cover letter. Try to eliminate any language that might portray a subconscious bias: anything suggesting a preferred age, ability level, etc. Have several people read the job ad before it’s posted to make sure it doesn’t signal any preferences other than an ability to do the job.
Don’t be afraid to ask questions in a job ad or pose hypotheticals to get people thinking about the job before they apply. Hiring managers know best the kinds of candidates who become great team members, and those who don’t, historically, use this knowledge to shape your ad and collect the deepest and most dynamic candidate pool.
Find the Best Candidate for the Job
Still need help? Contact Debbie’s Staffing. We’re prepared to help you find the best candidate for the job you have available, and we’ve got a long history of making great matches. Contact Debbie’s Staffing today, and let’s get started!
