How To Write A Compelling Job Description

How To Write A Compelling Job Description

The success and development of a business ultimately depends on the quality of the employees; however, finding the right people to fill these positions can be a daunting task. The job market today has a wide variety of options, and a lot of new businesses are working to attract new and aspiring talents. Given the tough competition among the employees to attract the right talents for their organization, only those businesses who fine-tune their recruiting strategies and practices can hope to get the best talents. Here are a few tips to write a compelling job description that attracts quality applicants.

Look Beyond Bullet Points

Most job descriptions include bullet points for convenience and clarity. Nevertheless, well-rounded work experience and skills go far beyond  a few short sentences. Take enough time to write a job description that truly projects your company’s unique voice. Your job should aim to convince your candidates that your company is the best place to work , and that they can grow a career there. Qualified candidates have options, and in fact,  they are interviewing you as much as you interview them. Hence make the job description as detailed and impressive as possible, without turning it into an essay.

Remove Any Unnecessary Benchmarks can ruin the job description

Benchmarks and qualifying skills are a necessary part of any job description. However, if the qualifiers are too strict or too ambiguous, they can filter out genuinely qualified candidates. For instance, the number of years of experience required for a particular job is almost always included. However, it may be wise to list this only if it is absolutely necessary to get the best candidate. Some candidates who could perform the job well may be hesitant to apply if they lack a few years of “required” experience. Nevertheless, the candidate might have many other useful skills that make up for the “lack” of experience for a particular role. Often, willingness to learn and work hard goes a long way. By avoiding such benchmarks, you are maximizing the chances for potential candidates to apply for the job.

Make the conversation interesting

Your job description may be a potential employee’s first impression of the company. Hence the job description needs to leave an impressive impact on the candidate— one that makes them making them look forward to applying for the position. If the job description is compelling, the candidates will read further and take an active interest in exploring an opportunity to work with your firm. To create this effect, consider using inclusive and encouraging wording. Remember, you are speaking to the ideal candidate for your company. It should read like a personal letter, rather than looking like a general notice issued to a large group of people.

Ask For Feedback

Before posting your description, it is a great idea to have a variety of people review it. What you might think is well-written and impressive, may not make sense to others. A recent case study reveals the benefit of feedback. An employer first drafted a job description with the words ‘rock star’ to explain the kind of developer he was looking for. When this content was sent for review by a woman in a technology forum, the feedback was quite negative. The comments on the content said though the position can be interesting, the words like ‘rock star’ sound like finding themselves in a cultural set up they might not like and hence might not apply for the job at all. The employer then accepted the suggestion readily and reworded the job description to read more appealing.

Give some useful hints to prospective candidates

The job description should also provide hints on what the candidate should include in the cover letter and resume. Also, including information of the company culture will help the candidate gauge whether they would fit in. For example, if you are used to laid-back IT culture, receiving a formal letter might catch you off guard. In fact, you might not even feel like considering such applications. Providing information that helps the candidate craft the best application is beneficial in attracting the best candidates.