When the time comes to hire a new staff member, employers are often faced with the task of coming up with a creative, enticing post to attract top talent. Smart employers may ask themselves, “Where do I even begin?” whereas others may throw up any old job description that does little to evoke an emotion of excitement from the job seeker. In an attempt to offer up some helpful advice, we have constructed this post for the sole purpose of providing some assistance to the job posting process. Here are 7 pointers on how you can craft a great job post in a short amount of time.
1) Keep it Short and Sweet
Like the title of any book, it should be long enough to fully capture what the job entails, but short enough so that it is easily understood. Remember to include keywords that are relevant to the job description and try to stay away from using all CAPS, emoticons, or #!$% because candidates might think that what you’re posting is SPAM or illegitimate.
2) Use Your Company’s Logo
Adding a visual is like putting a cherry on top of an ice cream sundae. Not everyone does it, but it can certainly complete the look. Some applicants may recognize the logo, but not the name of your company. So by posting a graphic, you can help boost your company appeal and increase the likelihood that job seekers will do a double take on your job posting. Not to mention promoting your employer brand!
3) Sell Your Practice
Not literally, of course (unless you really are, then this step still applies). If you want job seekers to be interested in what your company has to offer, highlight the sweet deal breakers that other companies aren’t offering. In the company description you want to advertise why your company is so great and why candidates would want to work there. Hint: Think about what you love most about your company and use this description to entice your applicants. Candidates will then know what to expect from you, their potential employer.
4) Be Descriptive
The job description should be comprehensive enough so that the applicant knows exactly what to expect. Include short term and long term goals and give clear details of the job role and responsibilities. In turn, candidates will understand what you expect from them.
5) Be Clear in What You Want
This includes experience qualifications, specific licenses, and hard/soft skills that your position requires. Listing these qualifications can help filter your applicant pool and give you candidates that better match your job requirements.
6) Make Email Your Main Communication Tool
Faxing and snail mail are things of the past. In this day and age, email is quick, easy, and accessible. Asking candidates to send their résumés via email isn’t a plus it’s a must. The email principle also applies with the application. Candidates will most likely apply to your job post using a job board (or directly on your website) so email becomes pivotal to how you contact them in the future.
7) Proof Your Post
Be sure there aren’t any spelling mistakes in the job post because such careless errors can come across as unprofessional. Typos can leave a bad impression of your employment brand on job seekers, so be sure to double and triple check your post. Get an extra set of eyes to proofread your post, they may even be able to offer you some advice or information you didn’t think to include the first time around.
Promoting a job post is comparable to marketing a product. When you advertise your product, you want to get your consumers excited about you are selling them, in this case your unfilled position. It is important that while promoting your product, you want what is said about it to match your brand. From the title of the job to the description of the position, you want every detail to accurately reflect your company’s image. By following these simple tips, you will be doing you (and your organization) a huge favor in helping attract professional, qualified applicants to your vacant position.
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That said, job descriptions are not operating manuals. I repeat, keep the descriptions of duties concise and free of detailed operating or processing instructions. If necessary refer to these is a phrase such as ‘according to company procedures’, or ‘according to the operating manual/safety manual’, etc. By referencing rather than including specific operating standards or processes, the headache of updating all the job descriptions when procedures change is avoided.