A job description is a document which details the requirements and responsibilities of a role. Also known as a JD, it typically includes, company details, company mission, culture, benefits, and the people whom to report.
In markets where there are high volume roles with little to no requirements, having the basics as mentioned above, is enough. However, in markets such as IT, there needs to be more; saturated markets require selling points to make your ideal candidates interested. Let’s use IT again here, in the technology sector there are more roles than potential job seekers so standing out needs to be at the forefront of your mind when writing a job description.
You’re probably thinking, “they should want to work for us, why do we need to sell ourselves”. It is absolutely understandable to think like that but bear in mind why you are hiring. Typically, you are looking to fill a gap left by an employee leaving, or you are looking to expand and grow your team, whatever the reason you’re hiring one thing needs to be the focus – are they going to make us better?
So, assuming your aim is to attract the top talent to help your company grow and move them further up the ladder you need to re-evaluate your job descriptions.
As mentioned above, you are recruiting into your team to make it better than it was so you need to add something which will entice the level of candidate you require.
The quality of candidates you attract is linked to the quality of the job description you put out. Write it with the candidate in mind, work out who they are and what makes them tick, and tailor it to their needs and wants. Remember, this will be the first interaction a candidate will have with your company, so you need to make a good first impression. If your JD is dull and boring, guess what they are going to think about the company… On the flip side, if your JD is over the top and unrealistic you will lose trust.
Remember, you have to work out what your ideal recruit would look like – to appeal to their needs.
Trust is the foundation of a professional relationship, so you need to be honest from the start.
Everyone likes to oversell on a job description, the humblebrag as it is otherwise known. Try to avoid selling false promises “We’re the biggest a best tech company in the whole world and you will become the best programmer ever if you work here”. It is misleading and can eventually break down trust before it has even begun. You want to be able to give the reader enough information to make them picture themselves working for your company – only a true account can do this. For example, if you want to bring in a junior, give them an insight on how you can progress their skills.
Remember, do not be something you’re not – trust builds the foundations for a positive relationship to grow.
Consider adverts and their aims, people use adverts to get people to take action or buy something, the aim of a job description/advert is to get your target candidate to apply for your job.
Would you put an advert out which is boring and dull? You need to get them excited about your company, at the end of the day if you can’t get thrilled about your company then don’t expect your target candidates to either. Showcase your company’s successes, acknowledge the awards, and share the inspirations of the business. You need to get the candidates excited about how they can make a difference and get the company to the next level of its journey.
Remember, don’t mislead or over-promise, be realistic with what you’re promoting and selling to the candidate – don’t try to oversell.
Creating a long list of technical skills isn’t going to do it, it can actually make people not apply.
You have to get people excited not overwhelmed. Simply specify the 3-5 KEY skills you need the applicants to have and to what level they need to be at. The other skills should be stressed as not a necessity. Most people leave a role because they want to seek pastures new and that typically starts with the ability to learn new skills and grow as an individual. If you expect the candidate to have every skill on the job description most people will not want to apply as they will either feel they won’t be able to learn anything or they won’t feel like they posses the right skills and be put off applying.
Candidates, do not want to flatline in their career they want to grow. The ones who want to grow need to know it is possible.
To conclude, job descriptions are the first point of contact between your business and your ideal candidate, you need to write it with them in mind. Are they wanting to grow and learn? Build trust and get them excited.
At the end of the day, our employees are what makes our businesses grow, they execute the ideas which senior staff have so, you have to make sure you appeal to the best. Following these simple steps will take you in the right direction to appeal more incredible talent.
Let me know if these tips help!
“After many years in a HR role, in Stephen and his team at Candour, I have finally found the recruitment agency that is totally attuned to what Phoenix as a company requires. Candour is my one-stop shop for technical candidates!”Trevor Hutchinson, Phoenix Software
“Stephen did a great job of filling a Lead Software Engineer role that was proving very difficult. He submitted a range of quality CV’s quickly and followed our process throughout.”Becky O'Farrell, Covea Insurance
“I’ve worked with Stephen for around a year and we have developed a good working relationship. The Candour team are always available so there is never a gap in communication. This is so important when time is tight and you need to find the best talent as soon as possible.”Abigail Aldred, CNG
“When first speaking to Stephen, he had an honest interest in us as a company, not just what we needed experience and tech-wise, but the culture and the type of person we wanted to join. He gave frank and honest feedback to us and he filled the role in less than 2 weeks!!”Sophie Elms, Arbor Education
“What makes them stand out is that they truly listen to what our requirements for the perfect candidate are. They deliver on what they promise, and I very much feel they are working with Phoenix Software to ensure the right person for the role is recruited.”Clare Metcalfe, Phoenix Software
“I receive numerous pitches from recruitment companies. All promise, very few actually deliver. Stephen and the guys at Candour definitely fall into the latter category. They have become a vital part of our recruitment process and act as an invaluable extension of our business.”Taryn Mitchell-Clegg, IDHL Group
“They have never failed to deliver and always goes the extra mile for their clients and candidates (having been a candidate for Stephen myself too). As a small business, Candour truly understands the importance of finding the right people and help you cut through the noise.”Claire Penswick, CNG
“Stephen of Candour have managed to fill 3 QA Test Analyst roles for my team in Manchester. I was impressed by the quality of candidates they supplied.”Isha Soni, Push Doctor
“Stephen and the team found a selection of good candidates in very short timescales, this gave my team good options and ultimately providing the person we were looking for.”David Topley, TSYS
“Stephen has helped us to find very skilled resources for our open vacancies. I presented him with some challenges and he delivered extremely good candidates that we were struggling to find.”Mauricio Farache, Piksel
“Stephen is laser-focused in understanding a requirement and then proactively identifying ‘best in class’ candidates. It’s clear that he puts in the extra effort to find only the best – whatever it takes – and this makes for a very effective partnership in any recruitment.”Joel Albyn, Cap HPI
“Stephen consistently finds quality candidates that others seemingly cannot. This has been no more apparent than in the last few months where I have given him two very difficult technical requirements that he has filled in less than a week.”Jonathan Hill, GameSparks
“If you are looking to partner with a recruiter who will actually add value to your business and do what they commit to doing, I strongly recommend Stephen.”Gabriel Page, Amazon
“Stephen is simply one of the best recruiters in the business. He understands my needs as an employer and how to get results with the minimum of fuss. He gets you what you need, when you need it on time and on budget.”Samantha Allen, SSP
“Over nearly 10 years I have been lucky enough to take on many Engineers that have been supplied through Stephen and his company. Many have been the most talented individuals that I have had the privilege to work with, and all have enhanced our business positively.”Bruce Cass, Piksel