How to create the best job offer?

What should a perfect job offer look like?

In fact, the first contact (though it’s not direct) with the candidate is initiated when he or she comes across our job advertisement. What should this advertisement contain in order to attract him, interest him and finally - keep him?

1. Include precise responsibilities?

Probably no one can imagine a situation in which they apply for a position, encouraged by a description of their duties, and after the interview, it turns out that it is an entirely different (often broader) scope of tasks. However, these situations still happen. In order not to mislead the candidate in the first moments of the process, let's clearly communicate from the beginning what tasks the candidate will face on a daily basis. Let's be straightforward about what his typical day at work will look like and what is expected of him - there is no point in reducing or increasing the number of duties, because in the later stages of the process there may be a misunderstanding.

2. Speak to the candidates in their language

But what does that actually mean? Well, depending on whether we are recruiting directors with many years of experience and knowledge, or Generation Z juniors who are just entering the labor market - let's adjust the atmosphere and vocabulary of the advertisement to the potential recipient. The research will be important here, e.g. reviewing other advertisements for similar positions, or even talking with representatives of this profession in order to be able to find out what is key in the offer for applicants for our advertisement. Let us allow ourselves a less formal style in the offer for a 20-year-old candidate and try to maintain the formality when creating an advertisement for a 50-year-old CEO.

3. Don’t forget about benefits

The era of presenting "a young, dynamic team" or "stable employment based on a contract of employment" as necessary benefits is slowly coming to an end; these are obvious things that should be readily available in any company. On the basis of the second point, and after considering who our candidate is, let's consider what benefit will attract him. Maybe for a young developer, it will be the possibility of 100% remote work regardless of the state of the pandemic, from anywhere in the world. Perhaps the biggest plus for older employees will be the presence of a kindergarten in the building or a babysitter provided. A very good new company car for a sales representative who will still be on the way? Candidates pay attention to the benefits that they can derive from working with us outside working hours - let's make it attractive.

4. Remember about the steps in the process

In previous posts, we emphasized the importance of feedback and positive candidate experience. One of its elements is to inform the candidate in advance of how many stages the recruitment process consists of, who will be present at each stage and what they will consist of - in the case of processes for positions in the IT industry, it will be especially important to describe the technical tasks which our candidate possibly will have to do. This is crucial because the candidate when taking part in the process, knows immediately who he will be in contact with, how he can prepare for the interview, and estimate, how long this part of the recruitment process will take. It will give him the feeling that he knows what awaits him and that he is being informed about everything.

5. Describe the work culture

We spend a significant part of the day at work, and thus - our lives, and the people with whom we will surround ourselves in the office are also people with whom we will spend a couple of hours every day. Therefore, it is worth mentioning in the advertisement what our work culture or team looks like. Do you meet every Friday during working hours to play board games? Describe it. Do you work in the Agile methodology? This is also worth mentioning. Do you have completely flexible working hours, can you come to the office and leave it whenever you want? Tell them about it! The person applying for the position will not have a full picture of your work culture, which does not change the fact that it is worth presenting an outline of how, with whom, and where you work.

What do you think about the article? What are the features of a perfect job posting in your opinion?

Let’s have a talk on LinkedIn -> https://www.dhirubhai.net/in/claudia-freda-93b1481a0/