Are You Saying Enough in Your Job Descriptions?

A Job description represents your first introduction to a potential new employee. It could be the first communication in a long, productive relationship. Or it can end any potential association in an instant.  

Given this importance, you have to ask yourself some important questions. Are you saying enough? Are you giving enough information in your job descriptions to draw the exact right worker for your open positions? 

Finding a Balance 

Once upon a time, job descriptions appeared in newspapers. Like, actual newspapers, made of paper and ink. Job descriptions had to be brief because they had to fit into a limited space. Sometimes, companies would try to get by on sentence or two, 25 words to entice someone to apply for a job. (Don’t believe us? Ask your parents about it.) 

Of course, those days are long gone. Job postings no longer have to deal with the space limitations of a physical newspaper. You have all the room you need to describe every aspect of open positions adequately.  

However, there’s still a balance you need to find. Near infinite space doesn’t mean you should produce a nearly infinite job description. There’s a cost to going overboard. Still, most companies go too short. They leave out important details, which either limits their talent choices or leads to a barrage of unqualified applicants.  

Getting the Most out of Your Job a Descriptions 

What do you want to include in your job description? You want to use the space provided for you to maximize the talent pool you have to choose from. Here are a few items to keep in mind: 

Detail the Qualifications  

First, you want to let jobseekers know what position you are offering. To do this, take them through the requirements of the job step-by-step. List baseline qualifications and detail any other special skills you feel are necessary to thrive in the role. 

Introduce the Company  

Beyond the details of the individual job, you should also provide information about your company. Let job seekers know what you do and what you want to achieve. Pertinent facts might include a brief history, notes about your products, and maybe even the names of a few large clients (with their permission, of course). 

Describe Your Culture  

The job description also provides an excellent opportunity to establish your corporate culture. This will be an important conversation as the recruitment process progresses. Providing some information at the outset will make it easier to have more in-depth conversations later. 

Establish a Tone 

Take time to add a little style. In a job description, it isn’t just what you say. It’s also how you say it. The tone of your communication will provide clues as to your company’s culture and priorities. The tone also helps you draw in the reader, getting them excited about the opportunity. 

Sell the Position  

Many companies see the hiring process as a one-way sales situation. In this conception, candidates have the complete burden to persuade, convincing you that they make excellent potential employees. That’s true, of course…but the process goes both ways.  

For top talent, you also have to sell your company. Your job description represents your first best chance to get people excited about applying for a position. Don’t squander that opportunity. Sell yourself and the job effectively, putting you in the best position to attract an excellent team. 

Finding the best talent involves putting your best foot forward. Expert advice makes that easier. By teaming with a strong recruiting partner, like SmartTalent, you can take your hiring process to the next level. 

Contact SmartTalent today to learn more.