Job descriptions are important in general, but even more important when you’re trying to streamline your recruitment process. Do you ever peer over your candidate list and wonder why some of them applied for the position in the first place? You’ve read up on their background, trawled through their CV and still can’t figure it out? You’re not alone.
Making a hire is time consuming, however creating a powerful job description can reduce your chances of reading unsuitable CVs, as well as composing emails to candidates who never read your job description in the first place. The quality of candidates you receive often have a direct correlation to the quality of your job description.
We’re going to run through how to structure a job description, as well as how doing this will streamline your recruitment process.
How do I structure a job description?
You don’t need anymore than one to two lines introducing the company as well as the position that is open. This is your chance to showcase the brilliance of your company: you may mention an award you’ve won or how you rank within your niche. The introduction can also be the best place to talk about your company mission.
A top tip that Indeed.com suggests is to ‘verbally explain the day-to-day duties to yourself, as if you were telling your friend about them. Too often there are job descriptions that use complex terminology that a very small percentage of people will understand. Even if you’re advertising for a senior role – you need to take into account that there will be a diverse candidate pool applying for your role. If you want the best candidates, you need to be crystal clear with your expectations – no fancy words.
Experienced people are likely to understand slightly more advanced terminology, however this should only be technical language that someone of that caliber will be able to understand. The more junior the position, the easier the language should be.
Information overload is a thing – applying for jobs can quickly move from exciting to tedious if a person is bombarded with information. By listing candidate requirements clearly in bulleted form, jobseekers are able to digest the information quickly without frying their brains! According to Indeed data, ‘job postings between 700 and 2,000 characters get up to 30% more applicants than other job postings.’
Have a think about the language that you’re using in your candidate requirements section. If you use words such as ‘preferred’ or ‘desired’ you will more than likely guarantee unqualified candidates will apply, as it gives them leeway. Ask yourself if every single requirement is a make-or-break – the ones that are, should be listed in your minimum requirements section.
You’ve sold yourself to the right, qualified audience – it is now time to sell yourself against your competitors. What makes you different and better than other companies? Very few people are willing to give their time and efforts to a company that doesn’t give back to them, too. You’ve found the right candidate; how can they be sure that they have found the right company? What can you do for them? How will they be shown they are valued if they choose you?
By letting candidates know some of the benefits they would receive if they got the job, you will be sure to find that the perfect candidate will want you as much as you want them. If you’re not able to show potential employees what you are doing to show them your appreciation, they will find another company that does. Benefits can be extremely competitive nowadays, list what you do to take care of your employees – whether that be free lunch or dogs in the office.
So, how will a powerful job description streamline your recruitment process?
A powerful job description will streamline your recruitment process in a number of different ways as we have established in this blog post. But how it will do so is down to the complete transparency of your job advertisement. If you follow the steps above, the job description for the role will be clear and to the point – no frills, but will just state exactly what is expected of the applicant. This in turn will reduce the amount of time you will need to sieve through applicants, separating unqualified candidates from potential employees.
By keeping things simple with easily-comprehensible language for less complicated roles and using more advanced terminology for experienced positions will do most of the work for you – it will filter out applicants that aren’t suited to the role depending on who responds to the job advertisement. This will reduce the amount of time you need to spend on manually separating applicants.
And finally, being completely clear about what you can offer to existing and potential employees will give applicants an opportunity to choose your company over others. You’ve found them quickly and they could be the perfect fit for the role (meaning the filtering out unqualified candidates is lessened for you), but might be offered better benefits elsewhere – make it clear what you can give back and you’ll be surprised how this will streamline your recruitment process.
The hiring process shouldn’t shift from exciting to tedious – it should stay exciting the entire time. You’re getting a new employee that will be able to aid your business and have the potential to make it flourish. Knowing what to look out for and what to notice can give you the means for trial and error and allow you to observe hiring trends. This will help you figure out what works for you until you obtain a constant stream of qualified candidates, and ultimately streamline your recruitment process.