Why do the majority of job specs suck?

Job specs.

God, why are the majority of them so tedious?

“We’re an innovate, boutique, well-funded start-up which is rapidly growing”

LAME!

Job specs are often how many buzzwords can one company put in there.

The first touchpoint

Job specs are vital because it’s often the first touchpoint a candidate will have with a business so if it’s dull and offers no insight into what they’ll be doing and how they can grow their career you’re likely to not attract superb talent.

When a candidate is looking at a job-spec and thinking about applying for a role, they are often thinking:

• Will this company help progress my career?
• What’s the first 90–180 days of the role look like?
• What does the team look like?
• Who is the direct line manager?
• What’s the culture like?
• What’s the interview process?

MAKE IT ENGAGING!

Majority of companies write job specs with generic lines:

• This is who we are.
• This is why you should work here.
• This is what we expect.

What makes you think you’re so amazing?

90% of job specs could be describing any company out there. No one believes these many cliches in one sentence. And who on earth is going to relate to the world’s most generic image of something to do with business?

I bet you, candidates are not sitting at home reading about a “innovate, boutique, well-funded start-ups who are rapidly growing” thinking ‘sign me up”.

Do you want people to click the apply button? Delete your nonsense text and start again with engaging content. People want to read something unique. Something that’s individual to your business that might resonate with them. Tell them a STORY, show them your PEOPLE, be HONEST.

Think about how YOU can help their careers.

The ideal layout of a job spec

• Who are you? (Include the vision, mission, history, how much funding etc)
• The ideal person you’re looking for.
• Main skills you need this person to have to fit the bill.
• What does the first 90–180 days look like?
• What is the current team breakdown?
• The way of working within the organisation.
• Who will be the direct line report?
• What is the interview process?
• When do you want someone to join by?
• Benefits — please god, have some cool benefits. Free fruit is cool, but kind of expected.
• How to apply.
• Any bonus content to get the candidate excited reading it.

Conclusion

Nail your job spec.

It’s the first and last touchpoint for many potential candidates. Have your own tone of voice, or risk losing the best candidates to companies who make an effort.