Writing stellar job descriptions is one of the first steps a company can take to give job seekers a great candidate experience. After all, these preliminary interactions set the tone of the working relationship. Set the right tone by showcasing your opportunity in a candidate-friendly way with these three tips for better job descriptions.
Use Clear & Straightforward Job Titles
A job title should be like a great headline— short, sweet, and to the point. The best job titles also use relevant keywords that applicants are likely to enter into search engines such as Indeed. Thus, it’s wise to avoid cute or weird job titles since they are less likely to turn up in search engine results or get clicks. Not to mention they can be confusing to job seekers. Use “Personal Trainer”, not “Fitness Ninja” or “Wireless Sales Consultant”, not “Rockstar Sales Guru”.
Make Job Descriptions Easy To Read
Although it’s tempting to list every position requirement and exhilarating detail about your company, job descriptions should be clear, concise and scannable to the reader. In other words, get down to business but don’t overwhelm applicants. To do so,
- Limit job descriptions to 400-800 words
- List 3-4 qualifications
- State 5-10 of the most important responsibilities and/or requirements
- Clearly state the key objectives or outcomes for the position
- Break up text with bullets and subheads for easy readability
- Use action words to keep blocks of text engaging and focused
Sell The Opportunity
Always keep in mind that the high quality candidates you are after have a lot of options. That means you can’t forget to sell your company in your job description. Why would a motivated, career-driven top performer want to join your team? What makes your company unique and interesting? What do your current employees say they love about coming to work? Write those things down and add them to the job description to attract more great candidates.
PS – Don’t forget that top candidates care more about health benefits, training and advancement opportunities and your company values than they do about the office ping pong table and beer Fridays.
Build A Talent Magnet
Taking the first steps to give applicants a great candidate experience is crucial if you want to attract top talent and ultimately build a talent magnet. The long-term effects of a strong talent magnet can positively impact the growth and profitability of your company.
Want to learn more about creating a talent magnet? Download our free ebook today.