First impressions are important, especially when it comes to hiring new employees. A solid job description sets your company apart from competitors who are also looking to hire the best talent available for a specific role. In order to pique a person’s interest with a job description, it’s essential to put thought into every sentence. Staying accurate and concise will set your ad apart from others that are targeting the same pool of talent.
The job market has improved over the past several years, and potential hires no longer need to take whatever work they can get. More often than not, a qualified employee has options for their next place of employment, and your job description could be the reason they choose your business. There is someone out there who is the ideal fit for your available position, but you may be missing out on the opportunity to start a conversation with them. Read on to learn how to write a job posting that gets results.
It might seem simple, but you’d be surprised how often companies mishandle position titles in job descriptions. Some hiring managers attempt to use a job title to make a position seem more glamorous than it really is. Not only will this type of title mislead anyone who finds it, it makes it difficult to find in the first place. In order to create an effective job title, keep the following things in mind:
- Conciseness matters: use as few words as necessary
- Be honest and accurate with the title
- Reflect ranking order in the title (if it is a junior position, the title should include the word “Junior”)
- Use common industry-accepted titles
Remember — you don’t need to sell a potential hire on a position before they get to the body of your description. For instance, you shouldn’t use the title “Aquatic Vitality Specialist” for a lifeguard position. A title like that might attract plenty of clicks due to its vague wording, but probably not many qualified or interested candidates.
Job hunters like to imagine themselves in a role before they step foot in a workplace. It’s important to accurately describe the responsibilities they will face on a daily basis, otherwise you could sink time and resources interviewing a candidate who misunderstood the position.
Although a job description should paint a picture of what it’s like to work at a company, you should use as few words as possible to do it. Create short 2-3 sentence paragraphs that describe specific responsibilities for the role. A person applying for a job is skimming as many opportunities as possible, so they will appreciate conciseness in your description.
Outline the top duties associated with the position, and mention the purpose or outcome of each. For the lifeguard example, one responsibility might be: “Ensure the pool area is clear of debris that could lead to trips and falls. Continually clear the space of these hazards to maintain a safe recreational environment.” When applicants know exactly what they’re signing up for, they can more accurately assess their qualifications for a job. Speaking of…
A job candidate’s resume doesn’t tell their whole story. There are certain intangible skills and characteristics that your company is probably looking for in an employee, and a job description is the place to describe them. Create a section that characterizes the type of employee you want on your team to attract the right fit.
A person’s skill set includes more than specific proficiencies. A lifeguard applicant might be an excellent swimmer, and have the certificates to prove it, but they might not have the right demeanor to work in a position that requires constant awareness and focus. So while you should include short sentences describing the background of your ideal candidate, you should also describe their personality to an extent.
If you are open to training a job candidate, make that clear in your description. Oftentimes, a hard worker who is coming from a position in an indirectly-related industry will be able to learn the ropes quickly. In cases like this, it’s especially important to write about the work ethic characteristics you’re seeking for the role.
A job description is not the right place to settle on employee compensation. Instead, include a pay range that communicates the minimum and maximum wage an employee can expect for the role, depending on experience. This approach ensures that you will get a wide range of applicants who already understand what type of compensation they can expect.
A recruitment ad example that includes a payscale for a lifeguard would feature wording such as: “Compensation for this position is $12-$15 per hour, depending on qualifications and experience.” When your job description is transparent about compensation, with some wiggle room for negotiations, you strike the perfect balance between enticing and realistic.
You don’t have to go it alone in your recruitment process. STS Staffing is able to work closely with your team to create job descriptions that attract qualified candidates for temporary or long-term positions at your company. When you need to assemble a capable workforce quickly, our experts can help you make it happen.
From job descriptions in the recruitment phase to employee onboarding, STS Staffing is by your side to help your team stay productive. Contact our team to learn more about our temporary staffing services.