How can you incorporate your company's culture into job descriptions?

Speak to the candidate and talk to them, not at them. Highlight your company values and stress the importance of personal value alignment. Provide examples of why your company is a great place to work. Connect the role to a greater purpose so they understand the tone of the company culture and why people show up. Assume every person out there is happily employed and you need to sell them on your opportunity as much as they need to sell you on their qualifications.

The best job descriptions should include the large pieces of the job and the culture that a simple skills requirement list is not going to showcase. Example: “The Leader who will be successful in this role is someone who can influence change across multiple business lanes without authority. You build relationships and credibility first, and you value other perspectives. You use data as your North Star to telling the story with the operators. You dig deep and hit goals on target, and you have fun doing it!” This type of information within the JD is how a candidate can see themselves within the culture, team, and organization.

One of the ways to include Culture in JDs is describing the qualities required in person to perform the role. For Eg: Looking at energetic, self starters to join our Young team. Dos and Donts, Non compete clause, reporting structure, work timings reveal a lot about the company culture.

When I tell my clients how to spice up their job descriptions, I say "Think of it like making a sandwich. You've got your basics - bread and butter (that's your job's must-haves). But what makes people crave your sandwich over others? It's the special sauce - your company culture." It's about showing off what makes your place special. It'll attract the right people - those who don't just have the skills but will also high-five their way into the team.

Infuse your job descriptions with the essence of our vibrant company culture by showcasing our core values, collaborative spirit, and commitment to innovation. Craft compelling narratives that resonate with potential candidates, emphasizing a dynamic work environment that fosters growth, inclusivity, and mutual success. Let each word reflect the unique character of our organization, making the opportunity not just a job, but a journey within our exceptional corporate culture.

I always appreciate a “what’s in it for you” section within a job description… this helps candidates to be able to see alignment with what’s important to them: -4 weeks of PTO your first year -401k plus match -Tuition reimbursement -Childcare benefits -Pet insurance -Paid Volunteer days because we want you to pour into your community! -parental leave for birth, adoption, and foster care placements

Para incorporar a cultura da empresa nas descri??es de cargos, é fundamental definir claramente a cultura organizacional e refletir isso através da linguagem e conteúdo da descri??o. Isso inclui integrar os valores da empresa, descrever o ambiente de trabalho, destacar oportunidades de desenvolvimento, e demonstrar compromisso com a diversidade e inclus?o. Utilizar uma linguagem que corresponda à cultura da empresa e incluir depoimentos de funcionários pode oferecer uma vis?o autêntica e atrativa para potenciais candidatos. Essas práticas n?o só atraem candidatos alinhados com os valores da empresa, mas também promovem maior satisfa??o e reten??o de funcionários.

When crafting job descriptions, make sure to spotlight your company's unique culture by emphasizing benefits and perks that reflect your values. Whether it's remote work options for a flexible culture or team events for a collaborative vibe, showcase what sets you apart and resonates with potential candidates. This not only attracts the right talent but also fosters a deeper connection with your company's ethos.

Clearly outline the unique benefits and perks your company offers, such as flexible work hours, professional development opportunities, wellness programs, or team-building activities. Emphasize how these benefits contribute to your company culture of employee well-being and growth.

Shout out your perks loud and clear. From flex hours to health initiatives, let candidates know how you stand out as an employer

In fact, when a candidate reads a job description, they should feel something about your company; you need to evoke an emotion in them. Additionally, when conveying your vision and mission in the job description, you should also show how candidates can contribute to these goals. It's not easy to make candidates dream and evoke their emotions, but we are now in an era where employers truly understand the importance of working with candidates who align with their own culture and values. We know how beneficial enthusiastic and eager candidates can be for employers.

Highlight the impact and purpose of your company in your job descriptions. Let candidates see how they can contribute to your mission and goals. If your culture is mission-driven, emphasize social or environmental causes. For a learning-oriented culture, showcase industry trends and research projects. Show candidates how they fit into your company's bigger picture.

When your team is incorporating your impact and purpose in your job description, it helps professionals assess whether they are in alignment with your organization. Going beyond purpose, including the traits that your organization values and mentioning who the company is NOT for. If there have been ineffective hires and you have identified the trends behind the ineffective hires, you can have a small section within the job description that mentions 'This Opportunity is NOT for You If:' Incorporating more creativity in your job description can help weed out those candidates that are NOT aligned with your purpose and the traits that you look for in a professional.

This is more of a general point on purpose which relates to all candidate attraction. Purpose is really important, but you should try and tell it through an employee lens. You want potential candidates to connect to your purpose and communicating it through your colleagues (e.g. colleagues stories) is a great way of getting it across in a relatable way to potential candidates.

Emphasize the broader impact and purpose of the role, appealing to candidates eager to contribute to the greater good. If your company focuses on sustainability, describe how the position plays a crucial part in developing products that are kind to the earth or in adopting practices that significantly lower environmental impact. Mention achievements, like a notable reduction in waste or successful community sustainability initiatives. This narrative ensures candidates feel they're not just applying for a job; they're seeking to join a mission-driven team that aspires to make a positive impact. Highlighting this aspect makes the job more attractive to those who want their work to reflect their values and contribute to something meaningful.

Be real, for those that are comfortable ask staff to do a 2-3 minute video to talk about the work-life balance and how they use the benefits and flexibility in your business within their day-to-day life. Don't milk it, be authentic and paint a picture big enough for that candidate to imagine themselves in it. If your job adverts or marketing aren't covering this authenticity then ask yourself - aren't we just offering a similar job experience to everyone else?

Employees are your reflection. If you have truly created a positive culture and have individuals among your employees who align with this culture and exhibit high satisfaction, be sure to involve them in your hiring process. See how they can make a difference. Candidates prefer not only hearing about the company from human resources but also listening to someone who works in any department. The impact of an employee who has personally experienced working in that company and shares their experiences is always significant.

Who is better suited to be an ambassador of the company than employees? A job description does not only need to be text, use videos that feature the team the applicant would work with. They can show for example how a typical work day look like and what expectations they have.

Include a link in your job descriptions to your companies 'employees' page on your website. On the employees page have video interviews with staff about what is it like working at the company. A great thing to have is a 'day in the life' video, following an employee in what a day looks like at the business.

For me, this is probably the most relevant point. It is one thing to publish nice post on your Corp Social Media channels and let the world know how great your company is. However, folks inform themselves these days also with what your employees (current and former) are saying about your company culture so make sure to be authentic and live the culture first that you want the world to believe you are having. Otherwise everything will fall apart quickly if people do their due dilligence.

I am not sure you need too. People need to judge culture based on reality, not on words said in job descriptions. Such as pizza parties, ping pong tables, etc. But on the actual culture. The way a company makes you feel as you walk through the front doors into their organization is the culture. Jobseekers are smart. Stop trying to game them into thinking things by writing fancy job descriptions. Give them more credit than that.

Crafting a company language, like Toast's restaurant 'Punny' language, isn’t just about words; it's about flavoring the workplace with a unique identity. When we designed it, we were intentional ensuring 'Punny' wasn't just about humor; it was about fostering camaraderie and shared experiences. It attracted top talent by speaking their language, making them feel at home. In the age of keywords and hashtags, utilizing aligned hashtags isn't just a trend; it's a strategic move to amplify our message and connect with our audience authentically. A distinct company language, coupled with aligned hashtags, is the secret sauce that makes our employer brand stand out. The power of language and the bonds it creates is truly fascinating!!

The words, expressions, and hashtags you use in your job descriptions and on your company's social media accounts are a crucial bridge to attracting potential candidates. For example, as a recruitment consultant, I understand the value of the work I do and would like to see my company acknowledge it as well. Imagine seeing a sentence like this in a job posting: "We are looking for a Human Resources Director who will lead the charge in building the future of our organization!" When you use such impactful sentences or words, you will likely attract passionate individuals who would want to work with you.

Integrate relevant keywords and hashtags that reflect your company culture and industry. This can help attract candidates who align with your values and are passionate about the work your company does.

I also believe the best job descriptions have salary range ($95,000 to $110,000 annually with up to $15,000 annual bonus). While also highlighting what the company’s goal is for their first 6 months in the role: 0-30 days (onboarding/immersing yourself into our company culture) 30-60 days will be spent shadowing your mentor and preceptor 60-90 days you’ll begin spending time alone and leading project planning meetings with your team (with your mentor attending meetings as a silent thought partner) 90-120 days you’ll begin executing on project strategies with your new team, with by monthly cadence spent with your mentor 120-180+ days you’ll fully run all new projects from concept and strategy through implementation

Showcase any unique perks or rituals that define your workplace. The goal is to make the job description not just a list of tasks but an invitation to join a vibrant and distinctive work community. Consider using inclusive language to emphasize diversity and belonging. By giving candidates a glimpse into the human side of your company, you create a more relatable and inviting job description.

Don't just talk about your company's culture and values, *show* what that looks like in action and in the context of the job. For example: Don't just say: "We have a collaborative environment!" Instead, say: "You'll collaborate with the X, Y, and Z teams on our upcoming ATS implementation project." Don't just say: "We foster innovation and continuous improvement!" Instead, say: "You'll be encouraged to bring new ideas that improve our processes, specifically around Generative AI." Talk is cheap, as they say. If you want to showcase what the culture is really like at your company, help the candidate visualize exactly what that culture will look like in action once they start the job.

Storytelling: Narrate compelling stories or anecdotes that illustrate your company culture in action. Visuals: Incorporate images, videos, or links to social media platforms that showcase your workplace environment, events, and team dynamics. Transparency: Be transparent about your company culture, including both its strengths and areas for improvement. This helps set realistic expectations for candidates and fosters trust. Accessibility: Ensure the job description is accessible to all candidates, including those with disabilities, by following accessibility guidelines for formatting and content.

Transparency is paramount in the hiring process. Many candidates turn to platforms such as Glassdoor and Indeed, relying on company scores and evaluations to gauge the organization's values and culture. Rather than dismissing or attempting to manipulate these reviews, make a concerted effort to leverage the feedback and comments constructively. Take proactive steps to enhance the overall perception of the company. Incorporate the company's score into the job description and outline ongoing improvement initiatives. Embrace transparency, and take ownership of the feedback to foster a more positive and authentic employer brand.