It's one of the most daunting tasks if you have never written one before but you may overlook important information if you rush the process! Which will be costly to add in later or ultimately the candidate process.
Your first point of reference is the AIM, which is candidate attraction. Be sure to include as much information as possible. A well-structured job description can make all the difference in attracting the right applicants.
INNOVATE's recommendations to creating a great job description would be:
A Common Searchable Job Title
Start with a common searchable job title. You may have seen words such as ‘Ninja’, ‘Guru’ or ‘Rockstar” included in some job titles. These words may stand out and sound appealing but jobseekers are not searching for these keywords.
Keep it simple and use industry-standard language in your job titles. Keep in mind your job has to be found by jobseekers in order for them to apply for the role. So, use more commonly used job titles or you will miss out on more applicants.
Overview of the job role
This is where you need to capture the jobseeker’s attention. Include a description of the job’s major function, how it will contribute to the business and why the role is important.
Include the exact job location as well as including details about work hours and schedule.
Responsibilities and Duties
List the core responsibilities of the role. Ensure they are detailed and concise. These may be better listed as bullet points as it will be easier for the viewer to digest but ensure they are exactly that… a bullet point!
Core Skills vs Desirable skills
Note down the obligatory skills and qualifications required for the role but be careful not to confuse those that are necessary for the role and those that are desirable. You may be excluding great applicants who may not have some of those desirable skills.
Add the skills and qualifications which are a must for the role but add a section which lists desirable skills. If an applicant possesses some or all those desirable skills then it’s a bonus!
Don’t forget to include soft skills, these can often be overlooked but are just as important to the role.
What's Your Company Culture?
Ask yourself why a jobseeker would want to work at your company over others. What makes you stand out?
A brief introduction, background or "About Us" to the company gives candidates an idea of your brand and employer brand and if they will be a good fit in the company.
What Are The Benefits?
What perks and benefits do you offer? Remote working? Flexible working? Gym membership? Healthcare? Adding these to your job description may sway the jobseeker to apply for your role but make sure they're perks not what people expect that you're glorifying I.e. pensions
Salary
Always include the salary range on your job description. This not only saves your time but the candidates time as well. You don’t want to go through the whole recruitment process, offer them the position, only to find out it’s a lot less money than they were looking for. If the candidate already has a job and they are on more money, why would they jump ship to work for you, for less?
Including the salary will filter out jobseekers not right for the role to
Hiring process
It’s frustrating when you apply for a job role and have to play the waiting game. We’ve all been there!
Responding to all applicants is common courtesy. Even if it’s a quick email to inform them they have been unsuccessful in securing the position. But there are times when recruiters are overwhelmed by the number of applicants applying for the role and responding to them all adds more to their to do list.
We recommend adding a short statement at the end of your job description to say if they have not heard back within a certain timeframe, consider it that they have been unsuccessful.
Equally it is important to outline what happens during the recruitment process, are there multiple interview stages? Do they have to complete a certain skills test?
Providing this information will assure the applicant what will be considered of them during the recruitment process.
For some hints and tricks, we've added some things to be aware of and not do on a Job Description
Discrimination
The language you use in your job description is important. You do not want it to cost you candidates for the role or alienate them in any way. Looking for candidates with a number of years’ experience is fine, but this eliminates younger candidates. Instead ask for proven experience. Also, remove all references to gender, race, colour, religion, age and nationality.
Negativity
You may require someone who has a certain level of experience. Adding something like ‘candidates with less than 5 years of experience will not be considered’ is a negative way to introduce the position. Instead add ‘please note this is a senior level position, so proven experience is important’.
Internal terminology
Stick to well recognised terms and avoid acronyms where possible. You don’t want to put off any potential applicants because they do not understand your terminology.
If you are looking for additional help when finding candidates or you would like additional help in the Staffing Solution, please email enquiries@weinnovatetalent.com
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