Guide to Writing Job Descriptions to Attract Top Talent
Attracting top talent is every HR manager’s main objective. How to find competent, productive employees who will always be a cultural fit? Believe it or not, it all begins the writing job descriptions.
Many companies make the mistake of failing to update their job descriptions before beginning the hiring process. But in order to be effective, job descriptions must be reevaluated and rewritten each time a position opens up. It is foundational that HR managers learn how to write job descriptions to attract top talent.
Why is Writing Job Descriptions so Important?
You might be wondering, why are job descriptions so important? Of course, all companies are looking for the top talent to fill their roles. Having a well-written and clear job description can attract just the person you are looking for. Writing job descriptions that will appeal to the perfect person is simpler than you might think.
Businesses must be very specific about what they want in a candidate. In addition to including skills, relevant qualifications, and experiences, job descriptions should also help select for qualities and personality fits. Job descriptions should also include the exact tasks, roles, and responsibilities the business expects the candidate to perform. This level of detail gets all the information out in the open so there are no surprises further down the line.
Finding someone who is a good fit for your business isn’t always easy. Job descriptions are the first step to attracting people who will add value to your business. A clear and detailed job description helps to streamline the process so that HR managers can immediately see which candidates’ profiles are suitable for the role, and which are not.
Set the Tone with a Clear Job Title
Getting the job title right is crucial. This is the first thing job searchers see and so it’s important to make sure it makes an impact. In this sense, the type of language used is key. Using words such as “guru”, “expert” or “ninja” can put off potential applicants, particularly women and minorities who may have less confidence while being equally competent. Although people may want their company to seem laid-back and easy-going, such bombastic language may deter the people they really want from applying.
Furthermore, determining the job title is a good opportunity to state whether the position level is junior, middle, or senior. The level of position implied by the job title can be particularly attractive to prospective employees. In some cases, this is because having a more senior-sounding role can be good for their CV and future roles. That being said, it’s important to avoid using a misleading job title that does not make the role’s level clear. This will save both HR and the applicant’s time.
Highlight Qualifications, Skills, and Experience
It is important to be clear about prerequisites for candidates, which may include qualifications, skills, and experience.
Qualifications can encompass both education and skills. For example, the role may require someone with proven competence. This may mean an applicant with a University education in a particular subject or a specialist qualification. It is important to make this clear in the job description.
Furthermore, including a list of desired skills, both hard and soft, is a good way to attract top talent. If you’re looking for someone who has excellent organizational skills, as well as leadership, and knowledge of computer programming, then state this. Including a short list of desired skills will attract the talent with these abilities.
In terms of experience, identify the number of years required and the type of work experience that an employee needs to be qualified for the job. This could also include internships, summer work, undergraduate work experience, and graduate programs. Make sure to clearly state this to attract people who have worked in similar positions in the past.
Writing job descriptions can be time-consuming, but it is crucial to attracting top talent for any company.
Read the full article here from our friends at Factorial HR.
