Effective and Impressive Job Descriptions

What’s the big deal? I hear you ask. Get the requirements for the role down on paper (more likely a Microsoft word doc) and the candidates will come. Simples!

 

Well, today that’s no longer the case. Thanks to websites like Glassdoor and LinkedIn, candidates are more outspoken and savvier than ever.

 

As recruitment specialists we see an abundance of jobs and not nearly enough applicants to fill the roles. For every candidate that comes through our door we’re able to offer them at least 5 or 6 different job options! They’ll take a look at each job description and from that they’ll decide which one to apply to.

 

Now you see why a top notch job ad is so crucial!

 

A great job description will attract the right talent. Many job ads are just generic and as a result they’re often deleted, ignored or half-heartedly responded to (by the wrong type of candidate).

 

Furthermore Tandem HR explain that an accurate job spec increases employee satisfaction — they get what they sign up for and it can serve as a tool to help evaluate performance later down the line.

 

So, what can you do to create an exceptional job ad?

 

Decide on the type of talent you want to attract

Once you know then you can tailor your messages to those very people. Think about:

  • The type of persona they embody
  • Are they more corporate or more informal?
  • Are they looking to grow and develop their skillset?
  • What values does your company support that would attract compatible candidates?
  • Are these roles suitable for parents who might want to work part time? If so mention it!

 

Research your ideal candidate so that you can create a job spec that suits them perfectly. It’s practically impossible for people to say no to something that has been curated for them!

 

Tailor your job ad

Following on from the above, your ad is a chance to reach the exact talent you’re after so customise it accordingly and ensure you include all the benefits that you offer. Some examples are:

  • Hybrid working
  • Flexible working hours
  • Investment in employee learning and development
  • Values and mission
  • Mentorship
  • Less corporate culture

We know it can be controversial but please include salary and holiday days etc. This avoids time wasting for both parties if the expectations don’t match up.

Also it’s 2022 so (unless you’ve been living under a rock) ensure that your ads are optimised and gender-neutral.

 

Define and state your Employee Value Proposition (EVP).

Write a statement that describes what prospective candidates can expect from the company in return for their hard work. This can include anything from benefits and rewards to environment and culture. Show off what you’ve got!

Take a good look at your employer brand.

  • What’s your reputation?
  • How are you perceived in the market by potential candidates?
  • Is your brand authentic and transparent?

Remember – this process is a two way street. Your candidates are sizing you up as well!

 

Proofread

Last but certainly not least, please (we’re begging you) ensure your job spec has correct spelling and grammar. We know it’s not the sexiest of suggestions but without these, your ad looks sloppy and that’ll turn off top talent.

Also, make them clear and easy to scan with headings, short paragraphs and bullet points.

 

Ultimately treat your candidates like customers You spend time planning your product, service and customer journey, so when it comes to those you want working inside the company to help develop it, it’s just as important.

 

The right type of job spec saves time, money and staff turnover so what are you waiting for?

 

Update your job ads using our awesome pointers from this blog and send them to us at steven@harrisondear.co.uk or nikki@harrisondear.co.uk

 

We’ll get you the candidates you need to grow your business.