Job Descriptions and Online Dating Profiles

I have a Soft Spot for Words that Make Job Descriptions Come to LIFE. Showcasing Transparency and a Diverse People-First mindset to Positively Impact Talent Attraction & Retention. I am also Writing a Book about it!

I recently read a quote on Glassdoor, “Workplace transparency is proven to breed long-term success. Done well, transparency creates trust between employers and employees, helps improve morale and lower job-related stress, while increasing employee engagement and boosting performance. And being transparent costs nothing, which gives it an exceptional ROI.”

Why is it then, that so many companies avoid transparency in their Job Descriptions? The one piece of Recruitment Marketing that is, at the minimum, seen by EVERY applicant and new hire at one point in time..???♀?

What if you could leverage transparency, starting with your Job Descriptions, to:

?Land and retain the right fit longer?

?Foster a highly engaged employee relationship?

?Establish trust with your employees from the very beginning?

?Avoid deception and attract those that would be the happiest in the role?

?Build an organic people brand and genuine employer brand that resonates with the masses?

If you are a fan of analogies, I have a fun one for you! Let’s imagine you have decided to venture into online dating….

You write up your bio (your job description), to hopefully attract your ideal match but there is ONE problem, you are absolutely terrified of vulnerability and decide to write a very generic, slightly boring, and surface-level bio.

Several failed first dates, aka qualification screens, later, you take a deeper look at your profile write-up.

Like any relationship lacking depth, is it possible that only showcasing surface-level deep job descriptions/bio’s, will give you just that, barely invested first dates/applicants???

Are you missing a ginormous opportunity to connect with your ideal candidate pool from the first time they see your job posting? That pool of potential hires that would not only love to work for you but would also be highly engaged and successful employees on your team?

You are Recruiting PEOPLE…

By not giving a human and vulnerable glimpse into all that comes along with being a part of your company, aka your online dating profile, how can you be guaranteed to make it past that first date, or even that fun 3-month “let’s get honest” milestone, and even further, past the 2 year breakup average in the United States for employee tenure?

If on your dating profile, you talked about both your weaknesses and strengths, you would primarily attract those that were interested in what you were putting out there and deflect those not a fit for you. The same goes for honest and transparent job descriptions, you may see a smaller pool of applicants, but you should also see quality talent applying that is worth engaging with further. After all, they took the time to apply even after you showed them who you really are.

Taking the more transparent and vulnerable route, you revamp your online profile, making it very clear what you are looking for.

Shortly after getting real on your online profile, your first date experience takes a turn for the better, the candidates seem to have real potential. Maybe a few dates, or interviews, later, you want to label the relationship, or hey, hire and retain the right fit. 

But HOW do you Revamp a Job Description to attract the right fit for your opportunity?

What does transparency look like in a Job Posting? ??

To avoid deception, imagine a job description that creates a picture of what it is like to be a part of your team & company, aka “date you.” This could include, but is not limited to, highlighting your company perks, employee career potential, and soft skills that would thrive in the role while also including the perceived downsides that come along with the positives of joining your team.

Have I lost you yet? Hang on , I have some examples for you to hopefully jump start some ideas for you on how to be transparent in your career advertisement:

1)Perks — One of your team perks you like to advertise is your flexible work schedule, with every Friday off following four 10-hour work days Mon-Thurs. Talent seeing your job posting, may perceive your schedule as a negative, having never worked a 4/10 schedule hour before. It can be hard to relate to something you have never experienced. However, if I include perspectives from current employees highlighting what they love about a 3-day weekend every weekend, for example, you can surprise pick up the kids from school any Friday for an extended weekend adventure and never have to use a day of PTO :), it gives a fellow parent applying a chance to relate.

2)Career Potential — Say you are hiring a potential employee for your large corporation that is growing fast. What does that mean? The potential for career versatility and advancement are endless for the prospective candidate. The downside? The parking lot at some of the locations fills up quickly and you may have to collaborate with more people to see things through.

3)Soft Skills — Aim to attract the right fit by being clear what the job will responsibilities entail and include what soft skills would be frequently utilized in the role. Would someone who is great at making new relationships and presenting to executive leadership thrive in this role or would this challenge be ideal for someone who works best on their own, maybe behind a computer or tinkering in a lab?

Like your revamped dating profile, the details displayed in your job posting could narrow down the number of swipe rights or ‘Click Apply’s’, but, those that swipe right and take the time to formally apply, have accepted your transparency and are engaged, maybe even hopeful, and left wanting to know more…

Are you currently using your Job Postings as Targeted Advertisements in your Long Term Talent Acquisition Strategy? If you create a real and genuine glimpse of what it would be like to be a part of your team and your company, you utilize your Job Posting to the fullest, as a core and meaningful part of your Recruitment Marketing & Talent Strategies. 

Want your career advertisements to stand out from the rest? Add some employee video testimonials of what it is like to work in a similar role or with the same team as well as some personal highlights from the hiring manager.??

More to come on all things Job Descriptions! Feel free to follow me @TheSassySourcer on the Medium, @NewAgeRecruit on Twitter, and on Linkedin ??

#jobdescriptions #employerbranding #peoplebrand #recruitmentmarketing #wordsmatter #jobposting #talentacquisition #recruiting #socialrecruiting