Your Job Descriptions Could Be The Reason You Aren’t Getting the Right Candidates

The early stages of the recruitment process always come with so much hope. You post a job description and wait for the perfect candidate to find you. What happens when the ideal person never appears? Hope turns to disappointment and you get ready to settle for “good enough.” 

But why didn’t you find that flawless applicant? Well, you might need to start at the very beginning. Your job description could be the reason you aren’t getting the right candidates. 

These issues aren’t just about recruitment. They ripple out to job performance and to retention as well. For instance, a Gallup poll found that about one in five workers (20.2%) left their position because of a “lack of fit.” A well-written job description can eliminate these mismatches before they start. 

Signs You Might Need to Upgrade Your Job Descriptions 

You can miss out on great candidates for a lot of reasons. How do you know if your job description is to blame?

Here are a few signs to keep in mind: 

Not Enough Candidates: The sheer number of applicants doesn’t meet your expectations. This could point to an overly restrictive job description. 

Too Many Candidates: You can’t focus on the best talent because you’re overwhelmed by interest. You might be casting too wide a net with a job description that doesn’t do enough to narrow down the field. 

Underqualified Candidates: The collection of job seekers you attract is generally underwhelming. Again, you might not be doing a good enough job outlining the skills needed for the position. 

Bad Culture Fits: Once you start meeting candidates, they don’t fit your company’s tone and values. Remember the “bad fit” problem? You may have focused too much on the qualifications of the position and not enough on your firm’s broader cultural landscape. 

Ways to Improve Your Job Descriptions 

You’ve looked at the situation and become convinced that your job descriptions need an upgrade. That’s Step One. Step Two? Making the specific changes necessary to bring in better candidates. 

Here’s how: 

Start with the Right Title: As with everything on the internet, you need to get that initial click, right? Take some time to craft a fantastic title. It should entice the job seeker while summing up the position in a pithy way.  

Set Clear Minimum Qualifications: Outline exactly what the position requires. Detail any degrees or certifications necessary. This is a must-have list…no one without these qualifications need apply. 

Create a Skill Wish List: The items on this list aren’t specifically necessary, but they describe the ancillary skills you want to emphasize. These could include things like communication and leadership. 

Talk about Culture: Go beyond the individual position to discuss the overall culture of your company. Describe your values and the type of employee who thrives in your organization. 

Watch Your Tone: It’s not just what you say in a job description that counts. It’s how you say it. Tone communicates a lot about your company and about the position. Craft a job description that truly evokes what it’s like to work at your firm. 

Get Feedback: Before posting your job description, get some additional perspectives on it. Ask your current employees to weigh in. They can provide an excellent source of feedback. 

To build the perfect team, you need to maximize every stage of the recruitment process. It helps to have expert advice. Teaming with a strong staffing partner, like SmartTalent, ensures that you find the ideal applicants for every open position. 

Contact SmartTalent today to optimize your recruiting efforts.