Once you determine that you need to recruit someone, the next step is to create a job description. The job description is one of the first things the candidate will see, so it is worth investing some time to get it right. It should entice the candidate to want to apply for the job; while also ensuring you attract candidates that are suitable for the role. Here are some tips for writing the perfect job description.
Determine Requirements
One of the main mistakes we often find with clients is that they don’t sit down and carefully consider what they need before posting a job ad. In turn, they need to make changes as they go which results in wasted time for them, and candidates. It also doesn’t reflect the professionalism of a company well if they haven’t properly assessed its requirements. Take time to understand exactly what you need, and what you will require from candidates before you start writing the job description.
Create Structure
There should be a structure to your job description, including:
Job title - use a standard job title that candidates will understand. If it’s a cleaner, say cleaner and not a washing technician or similar Job summary - general summary of the role Duties - the responsibilities within the role Experience - this should detail the main experience you require from the ideal candidate Skills/Qualifications - skills and qualifications required, including essential and desired Salary/Benefits - what you are offering the candidate
Discuss Culture
One of the biggest mistakes managers make when making hiring decisions is getting the culture fit wrong. According to a study by Glassdoor, organisations that focus on culture fit during the recruitment process will have a 20% lower turnover rate. A candidate might have all the skills and experience you desire, but if they don’t fit with the team - it won’t work. For example, ‘we are a professional but laid-back company that recognises the need for flexibility’, or conversely, ‘we are a professional company that works to strict processes and procedures.’ What fits one person, won’t fit another. Some value flexibility and a laid-back approach, while others prefer their environment to be more process-driven and rigid.
Plain Language
You don’t need to try and make yourself stand out by saying things like ‘we require a rockstar social media manager’ or ‘a ninja administrator.’ This sort of terminology can be more off-putting than enticing! Stick to plain clear language and don’t try to be overly quirky. Candidates are not looking for anything from a job description other than its ability to tell them what you need and what you offer them in return.
Consider the Perks
Consider all the perks you offer, not just monetary, and mention these in your job description. For example, do you provide hybrid working? Can employees finish early on a Friday? These will help entice candidates to apply.
Use ‘You’ Pronoun
When you use ‘you’ in your job descriptions, it can make the candidate feel like you are talking directly to them. It feels more personal. For example, ‘you will be an experienced office administrator with 5 years’ experience working within financial services’, as opposed to ‘they will be an experienced office administrator with 5 years’ experience working within financial services.’
If you are looking for your next recruit, contact us today at Morgan Spencer. Not only can we help you source the right candidate, but we can also advise you on your job description to ensure it attracts candidates.