Not finding the right applicants?
What you write in the job description is what you attract!
Let’s break down this all too common hiring problem…
We know how important it is to find the right person for a vacancy and to do it quickly. So when clients come to us unable to find that person (often after spending weeks searching on their own), there is is a key reason they’re at a loss:
The people that are attracted to the posting/job don’t fit the bill.
They don’t have the experience necessary or don’t fit with the culture of your team. You find you’re spinning your wheels looking through hundreds of unqualified resumes, or worse yet, spending hundreds of hours meeting with misaligned candidates.
But how did you get in this mess?
Maybe you pulled out the old job description from the last time you looked at hiring this position. You blew off the metaphorical (or literal, depending on how long it’s been) dust that’s settled and reposted! That’s the worst thing you could do! Before we march down “Bad Habit” way, let’s establish one thing now—whether it’s a new role altogether or one you’ve hired for multiple times, having a kick-ass job description will help you cut down time on finding the right person.
Gone are the days where job descriptions are the stale, route, same-old bland repetition of what the job is on your company letterhead. Quite simply, if your job description is boring, you can expect your candidates will be too.
So, how do we take an important and necessary document and attract the right type of candidates?
Here are RNG’s best tips at writing job descriptions:
- Job descriptions should reflect your company’s personality and ethos
Think of this as branding.
Don’t bait people with a “fun, gen-Z, hype-(wo)man” culture if that simply isn’t a thing at your company. If they need to be at their desks for 30+ hours a week, then so be it, but don’t try and conceal that with “flexible work environment” or “opportunity for remote”. If you have a marketing/branding team, run the job descriptions by them ahead of posting! Writing a good job description should also explain the team that this role will sit on if this is for a larger company.
2. Be up front with candidates about benefits and expectations.
Requirements should be blunt.
If you need 5 years of experience (insert requirement here—like, “writing React code”) and you’re inflexible about this, make sure it’s clearly stated. Candidates should understand what the goals of the position are from the job description but also be encouraged to see how they would uniquely compliment the role. Help paint the picture of what their future may hold by answering questions like “What does success look like in 90 days?”
Be transparent about who you are, and you’ll weed out candidates that don’t align.
- Your company values and purpose don’t need to be specifically stated…
…but they should be referenced and easily available to access (especially if they’re on your employment website, etc.)!
Link them in the job description (also known as the JD)! Values may not be written out in the JD, but values should be woven into the fabric of the text. (see point 1 above). Don’t contradict them in the JD or subsequent steps. IE: if one of your core values is “Integrity” and you claim to “do what you say you’re going to” but then you don’t reply to a candidate application after telling them you would, you are not living your values.
- This isn’t Tinder. Don’t play games with candidates.
Be up front about stipulations or expectations for the interview process.
For example, don’t say that a cover letter is “optional” but then not entertain a single resume without a cover letter. If it’s important to you that candidates dress up for an interview, not be late, etc., let them know about dress code/attendance/etc.
- Make it easy to apply, but….
…have a quick follow up step after someone applies that can help you narrow candidates down.
Even a simple Auto-reply to all candidates that says “Thank you so much for your application, we’re excited to review it in more detail. As a next step, we’d kindly ask you send us a short video within the next 5 days on your interest in the role”
Or “ …” we’d kindly ask you submit a previous example of your work”
or ….”reply to this message with your favorite Knock-knock joke so we know you’re serious about this role and not just fulfilling your unemployment applications!”
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Lastly, here’s a quick outline to writing job descriptions:
- Introduction: who you are as a company and what makes you a great place to work
- What you are looking for: a quick summary of the position
- Position Overview
- Requirements—What candidates must have (also where they need to be)
Nice to Haves – “Your wishlist”
- Benefits you offer
- Salary range (YES INCLUDE IT)
- Other formal benefits you offer (or don’t offer! Take out the guessing game!)
- How they can apply
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We admit, hiring is no easy task!
And now, we’re suggesting that on top of the laundry list of work you already subscribe to, you need to add an additional step in writing job descriptions that rock! But, our goal is to ultimately, set you up for success and ensure that you not only find the right persons to interview but the perfect candidates to grow your companies. By writing job descriptions that are accurate and excite candidates, you’ll not only attract more of the right candidates, but you’ll save time by weeding out wrong applicants.
The results?
You’ll enter into interviews with more to discuss and a great rubric for how to discuss it!
Bianca has a few pointers to building the only interview process you’ll ever need.
And, if you’re still having trouble building your own, let’s chat! RNG is more than happy to offer assistance with job descriptions that deliver value!
Contact us by clicking the button below to get started!
