How can you make your job descriptions more compelling?

o make your job descriptions more compelling, focus on the following: Engaging Language: Use descriptive, action-oriented language that excites and captivates potential candidates. Showcase Impact: Highlight how the role contributes to the organization's mission and the difference it makes, connecting it to a larger purpose. Clear Expectations: Clearly outline the responsibilities, qualifications, and expectations to manage candidate expectations effectively. Company Culture: Offer insights into your company culture, values, and work environment to attract candidates who align with your organization's ethos.

Instead of using bland job titles, we should come up with intriguing titles that reflect the essence of the position while arousing interest. We can also emphasise the values and culture of the business. The role's contribution to the company's performance and its effects on the sector or society should be made very apparent. Refrain from writing lengthy or jargon-filled paragraphs. Emphasise the company's potential for career advancement, learning, and skill development. Clearly state the primary obligations and demands of the position. Mention any additional bonuses, privileges, or special services the company offers in addition to the wage. Tell tales that highlight the significance of the position in the actual world.

Keep it simple. No one wants to read a novel when they are applying for a role. Make sure the title reflects accurately what the role is. Make sure to keep job duties and qualifications in bullet point. Ensure to put qualifications in 2 different categories: Must Haves and Nice to Haves. List the Salary range. Also include an overview of the rest of the compensation package including vacation, sick leave, pension/RRSP contributions, etc

1. Get away from Traditional Job descriptions & start moving towards Performance based Job descriptions. Common questions candidate have is 1. What will I be doing in this role? 2. What is the growth? 3. Who will be my manager? 4. What skills are required [must haves]? 5. What success looks like in this role? 6. What are the benefits of this Job? Clarifying this than being generic will go a long way.

Keep it simple, but detailed. Don't get clever with job titles. Call it what it is. Make it easy for people to understand exactly what it is they are applying to. They shouldn't need to go on google to try and decipher whatever new job title you've invented. It should be specific to the person you are trying to attract to the point where you are actively trying to encourage everyone else to not apply. Which is where most companies go wrong, they widen the net to the point where they are practically making roles and adverts relevant to almost anyone, creating huge problems for themselves.

There is a lot of "Hot air" in employer branding and recruitment. Many try to hit all potential candidates, but being specific goes a long way! Hiring Engineers: Highlight that podcast the manager or CTO was part of! - "Meet your manager" segment If you have the skills, then do a quick video with the manager about the project they would be joining. Did your CEO just present at a major conference, grab it, and "Our vision" segment Gather the cool content, sure, you can also lead people to your by-the-numbers employer branding video... But if you have cool stuff, highlight it! You can make it a direct part of your ad, Career site, or as a follow-up to keep candidates engaged. Speak with marketing and get creative!

Candidates join a company, depending on the benefits that the company offers. Candidates want to ensure that 1) there is room for growth in the company, 2) there is a good compensation and benefits plan in place whenever they join, 3) there is succession planning in place for their role, and 4) there is a mentor that they can rely on. It is necessary that these factors are presented whenever a candidate is inquiring for a job, or whenever they are experiencing the recruitment process.

Focusing on benefits and impact in a job description is crucial because it helps candidates envision their role within the organization. It provides a clear picture of how their contributions will make a difference and the value they will bring to the company. Highlighting benefits and impact not only attracts candidates who align with the company's mission but also motivates them to apply, fostering a sense of purpose and engagement that can lead to better job satisfaction and retention.

Be mindful of gender bias and cultural nuances in language. To further address gender bias, you can utilize tools and guidelines specifically designed to help identify and eliminate any subtle biases in your job descriptions. Avoid idioms or expressions that may not translate well across different cultures. Be clear and straightforward in your communication, using universally understandable language. Create a more inclusive and welcoming job description for a diverse range of candidates, ultimately strengthening your hiring process.

Paint a picture of what the candidate will be joining: "A growing startup, that is still messy, but you get to be part of forming it as we grow." Paint a clear picture of who you are, where you are, and where you are going. It's not about you, but inviting the candidate in! Don't make a job Spec, But a job AD! Cut down requirements! You don't need - Proficient with Microsoft Word and hyper-specific tech - 5 lines of personality traits you are looking for Cut it into Need to have - 1-3 core skills required Nice to have - What would make you stand out What you can train - "Don't worry about x industry experience, we can teach you."

Including a quick overview of the interview process does wonders for the candidate application rate ?? EX Process is simple - screening - interview with a manager - Case interview - Hired Top it off with a quick summary call to action: If you see yourself taking our product department to the next level, then apply now by clicking the button below!

It seems like 75% of job ads are done using the same template - changing a bit here and there. If the leadership team wants to shape a culture, which is close to impossible to control, setting the initial expectations for candidates must be key. The hiring manager needs to write most of the job ad. That will ensure better matching and higher retention of staff. In addition, the entire process should be coordinated from the very beginning to ensure it does not stretch over months due to calendar coordination challenges. Reserve one day and run up to 4 interviews. The result is better-prepared candidates and less repetition. It saves precious time and leaves both parties with a better impression. Once hired, ensure to follow up. Enablement

Candidates typically have 10 to 12 touchpoints with a company before they apply for a position. This is a reflection of the modern recruitment landscape, influenced by various factors including technology, social media, and candidate behavior. That’s why it's important to consider more than just the job ad and to focus on your entire digital footprint.

The statistic that men apply to jobs even if they only 60% of the requirements, whilst women only apply if they hit 100% is fairly well-known amongst recruiting circles, but means that job descriptions have to be written in a new way if we want to avoid bias in that part of the process. Ensuring that requirements are not a hiring manager's wishlist, but more of a description of what the role will be responsible for and the expectations and OKRs means that people can judge for themselves. This results in less bias in the process, resulting in a wider talent pool with more ways of thinking. All stemming from writing a job description differently!