In previous blog posts, we have discussed the components of a solid job description. Now on this one, we will talk about some additional guidelines that can assist to elevate your job description and attract more high-quality candidates.
A job description summarizes the essential responsibilities, activities, qualifications, and skills needed for a specific job role. This should include important company details such as your company mission, position reports, salary range, culture, and any benefits provided.
A well-written job description produces a realistic picture of the job and can clearly indicate what the person in this role actually does. It sets the foundation for recruiting, developing, and retaining talent. It also orchestrates good work performance by outlining responsibilities, expected results, and performance expectations.
Below are some additional guidelines that can assist you in elevating your job description and attract more qualified candidates.
- One avenue to consider before posting a description is to analyze internal performance evaluations from that role in the past. The results of those evaluations will shed light on the important core tasks for that role you are seeking to fill.
- Consider what results need to be achieved and the career path for the role throughout the organization. These factors can provide a better, more comprehensive framework for the requirements section of the job.
- Additionally, providing an open-ended desired amount of years will expand the candidate pool. When you limit the number of years required, this can discourage applicants from submitting a resume.
- Consider including the total compensation. Not every benefits package is apples to apples so, this can also increase the number of applicants if they see the total comp range as opposed to only the base salary.
- Use gender-neutral job descriptions. Avoid using masculine and feminine tones of words. This refers not only to words like him, he, her, and she, but also to descriptive words that are related to a specific gender on an unconscious level, just like compassionate, kind and loyal, or dominant, active, and confident. These are just some of the words you should try avoiding.
- Create a sense of exclusivity and urgency. The perfect employee you are looking for might be hired at the moment, but that doesn’t mean they are not looking for a new opportunity. If your job description uses a tone that gives a sense of urgency to encourage a candidate to apply even if they are currently hired. Try including the planned start date and the contact information of the decision-maker for the role.
- Adjust your job description’s closing to make an impression. The job description closing is the last part a job applicant or candidate will read before making that final decision. Make sure to create a lasting impression by giving information like, what makes your company special, what makes your company exciting, and why a top candidate should apply right now.
Aside from attracting the best candidate for the job, a job description is a useful communication tool. It can be a tool that indicates exactly what tasks are expected to be performed by the candidate. It can also address the quality or quantity of performance standards, as well as work rules that apply to the particular job. Clear communications allow your employees to perform excellently according to your expectations.