Employers are always looking for the best candidate to fill their open position. They need a perfect match, someone who will be able to do all of the job duties with minimal supervision and no prior experience necessary. It sounds like an impossible task, but it can be done. This blog post will teach you to write a killer job description that recruits your ideal candidate every time!
Your job titles should be clear and simple. Use creative job titles to show off your company's personality.
When a candidate is looking through job openings, they will be searching for titles that they feel qualified for. Applicants can be confused if the job title you post is unclear, not descriptive, or out-of-the-box. Keeping it simple will ensure that candidates are clear about what they're applying to.
We want applicants to pay attention to the job they are applying for. Job descriptions that are too long, hard to read, or complicated can make applicants turn away. You want to make your job descriptions concise to attract better-qualified candidates. You can use bullet points and short paragraphs to quickly let applicants know if they are qualified for the job and improve the quality of your applicants. Keep the responsibilities brief, simple, and easy to understand.
You must go beyond the ordinary to make sure your introduction makes candidates slow down and take notice; instead of jumping into the job and assuming that you are the only one, connect with candidates. Ask a question. Tell them a fact. Give them a statement that encourages them to apply and pushes them on to the next sentence.
The job description is not the place to reveal every detail about your company. It's not, however, the best place to be mysterious.
High-quality candidates will review job postings to determine if the connection is worth their time. They'll move on to other listings if they can't find any useful information about you, your culture, or your work environment. Give enough information to keep applicants interested but don't leave out any details that might be relevant for interviews.
The long-debated topic of whether or not to include a salary range in a job description is a matter. Each candidate will have their expectations about what they want to be paid. You risk wasting valuable time interviewing candidates looking for more. If the salary is based on previous experience, give applicants a range to help them determine if the job is right for them.
It is a bad idea to ignore mobile. Mobile devices are constantly increasing in popularity - even when job hunting. Therefore, your job descriptions and sites you post them on must be mobile-friendly, as people in every generation prefer smartphones and tablets to laptops and desktops.
Not only will responsive and scalable pages help applicants, but they can also significantly improve your Google rankings.
Your paragraphs should be short and easy to read. Bullet points are a good idea. Simple fonts and shorter sentences are essential when reading job descriptions on small screens.
Most people have a list with "must-have" or "would-be-nice" requirements. You may be looking for the perfect candidate, but you must make it clear to all applicants what is required to be considered for this job. Make sure you list your expectations and requirements. On the other hand, don't be too picky. These boundaries will reduce the number of qualified applicants and make the hiring process easier.
We are big advocates of concise writing. However, you must be precise about the task part. It can be hard to create a list of anticipated responsibilities and tasks when listing them. However, it is important to clearly state your expectations in the job description, even though job duties and requirements can change from time to time.
If the person is hired, let's break down what a typical day might look like. Instead of stating that the person will "manage a schedule" or "communicate to clients," give examples of what these duties could look like.
Companies can move at their own pace through the hiring process. For example, one company might be looking for a position within one month, while another may want the person to start as soon as possible. Therefore, you should clearly state your hiring timeline in the job description.
Inform applicants when they can expect to hear back from you and when you are looking to hire. Communicate the next steps of the process, what they are and how long it might take to complete them.
Search engines for job listings work in the same way as other search engines. They use keywords. If you don't consider the keywords candidates search for open positions, your job description might not be noticed. Think about the keywords that you want to target before you publish your job posting. These keywords should be included in your job description, including the body, headlines, and job title.
Final Thoughts
If you want to recruit the best talent for your company, you must have a well-written job description. In this article, we shared some tips on how to write a compelling and enticing job description. You can post your job now on Bayt.com and apply these tips when writing about what sets your business apart from others to attract more qualified applicants who will be a good fit for both the position and organization!
