How to Write a Good Job Description That Will Help Fill Your Jobs Faster

The economy is steadily improving. Businesses are hiring more employees. Good news?

Well…

In a candidate-driven economy, the job market is becoming increasingly competitive for employers to hire high-quality talents. According to a survey from Indeed, 40% of employers are concerned about attracting the right talents to fill their job openings. As the economy runs its cycle, candidates are slowly taking over the wheel. Not exactly good news for recruiters… Therefore, filling your jobs with the right candidates faster is becoming vital: to give you a key competitive advantage among your competitors to win the top talents.

How important is a job description and how much can it help you?

Most recruiters today are highly transactional. They have their eyes on the end goal, which is to fill jobs fast, instead of focusing on creating the best candidate journey, which would actually help them do that.

Writing an engaging, candidate-centric job description is part of crafting a great candidate experience.

Done right, a well written job description could help you fill more jobs faster and better, attracting top talents and filtering out unqualified ones. And hiring faster could win you the highest quality candidate, which are in high-demand and scarce supply!

 

What will a bad job description cost you?

We’re aware of a handful of companies that are guilty of copy-pasting old, outdated job description to new openings. As employers, you wouldn’t appreciate it when candidates copy-paste their cover letters to other companies, right? It goes both ways with candidates too.

Perhaps you just posted a vacancy, and you find an influx of CVs coming in to your inbox. But none of them seem to excite you with their qualifications.

A poorly written job description will drive away top talents. Top applicants are in high demand, and they are less likely to opt for jobs that are vague and poorly explained. Not only will it drive away top talents, it will also reflect poorly on your employer branding, and will only attract weak- to average-performing candidates.

A poorly written job description could slow down your hiring process, making it harder for both the candidate and your company to find each other. Not to mention, it will cost you time and money in lost productivity. Imagine this, think of the time you spend screening candidates, doing multiple interviews, making decisions, and onboarding them. Then, think of the opportunity cost; what could you have done in that same time frame, had you filled your job faster with a top quality talent? Wouldn’t it be better to onboard your perfect candidate as soon as possible, start producing and getting results?

Then put in an extra effort to work on that job description!

 

How does a good job description look like?

1. Searchable Job Title

It is imperative to choose a job title that candidates search for. There was a time when using buzzwords such as wizards or maven were a thing to make your postings stand out, but those days are way behind us now. Candidates are looking for commonly searched titles such as “Marketing manager”, “analyst”, “developer”, or “event specialist”. These are the common words that will get you traffic. We recommend using Indeed’s job trends to see the most popular job titles

2. To-the-point essential details

You don’t want a 5-page job description that will scare candidates away, but not too short that would leave them with a lot of question marks. The challenge is to make it specific, brief, but enough to paint a picture of what a typical day may look like for a candidate.

3. Job duties & responsibilities

You want to visualize a picture in the candidate’s mind of how most of their waking hours would look like. This is where writing in second person comes in handy. It will put the focus on them, and help them better visualize themselves as one of your employees.

Here are some examples:

You will be conducting interviews with clients
You will create videos and articles about relevant topics
You will be examining financial transactions and credit history
You will type in customer’s data into excel sheet

 

4. Qualifications, soft skills and hard skills:

You want to list mandatory skills that will attract the right candidates and filter out those that don’t fulfill them. Be transparent..

Examples:

You have at least a bachelor’s degree
0-2 years working experience
Proficient in Java, C++
You have excellent communication and presentation skills

If you are looking for a culture fit and not merely someone that can get the job done, we recommend writing a list of personalities you want to attract for that specific job.

Examples:

You are tech-savvy,
You have the willingness to learn,
You are extroverted and a people-person,
You are, motivated, self-driven and a self-starter
You have a sense of humor
You enjoy playing ping pong

5. Benefit

While we don’t recommend stating the exact salary you’ll offer, it never hurts to mention what’s in it for the candidates to work with you. Start by stating a salary range, boast about the mentorship program you offer, maybe Friday cocktails with coworkers, even the types of food at your state-of-the-art cafeteria. Today’s talent pool is looking for more than a salary, they are looking for challenge and advancement. And fun.

 

6. Value proposition

Let’s face it, most companies are not like Apple, with its well-known values and mission that shake the world. Start with what you do, and what you offer. A little bit about your company and the company’s culture. Then, tell candidates about why anybody wants to work there. What differentiates you from other companies? What kind of people are you trying to attract? The value proposition doesn’t have to be too long, 3 – 4 sentences will suffice.

 

Extra tips:

Instead of solely getting on your recruiters to write them, maybe take an extra step to ask the current team about how their to day-to-day looks like. What kind of people will be working with them? Who will they be working with? What kind of projects will they be involved in?

And also, have you ever thought of putting photos of how a typical day at your company would look like? Your job description may only be 800 words, but each photo would worth at least a thousand. Let those photos do the talking!

 

 

Of course, job description is just one of the many things you can do to attract better candidate. Contact us here to learn how you can fill more jobs faster!

 

What about you? How do you jazz up your job description to attract the right talent pool?

The Importance of Getting a 360° View of the Candidate Journey

Have you ever applied for a job?

Then chances are you will be familiar with the ‘Candidate Journey’, even if you have never heard of it before.

What is the candidate journey?

Candidate journey is simply the process candidates go through in which they get a job. This process starts from the point of no awareness about the company, all the way until he or she becomes a loyal employee. Basically, it is the entire job-hunting journey.

Why is it important to get a 360° view of the candidate journey?

By knowing what contributes to hiring success, you can make smarter investment decisions to get more hires and fill more jobs via online channels.

In today’s digital age, the majority of job searches happen online, involving various touch points and channels. When recruitment processes become increasingly fragmented, companies that have a 360° view of the candidate journey have a competitive advantage to attract higher quality candidates. Having actionable insights to the performance of each channel also gives you higher return on investment.

The ability to leverage the power of your online recruitment data is key to winning in the digital age.

 

There are three measurements that help you to better understand a candidate’s journey:

End-to-end (E2E)

Recruitment doesn’t start from the application fill-out process by candidates. It starts from the candidate’s research process on search engine and job aggregators, to the point of getting hired as an employee. This is where the term ‘end-to-end’ comes from.

However, most companies measure success performance only until the application process.

It is essential to measure not only channels that are bringing you more applications, but the ones that are bringing you interviews and hires. This way, you’ll have a better insight which channels are bringing you the right type of candidates.

Say you allocate 50% of your advertising investment to Google, and the other 50% to Facebook. From this, you’d assume both platforms perform equally well in attracting candidates. But in reality, Google brings 75% of the conversion rate, outperforming Facebook by 25%. It would make sense to invest more of your advertising budget to Google ads instead of investing to both channels equally.

Getting actionable insights on every touch point will help you optimize your advertising budget.

Cross-Channel

How many touch points does it take before a candidate make up their decision to apply for a job at your company?

Pre-internet, around two: the newspaper and the mail.

Post-Internet? At least a dozen.

The average candidate will explore multiple websites to research your company before deciding to apply. Post-internet, the candidate journey is a complex course that involves a series of channels and website visits.

For instance, Jon may stumble upon a job ad on LinkedIn. Then, he logs on to his Facebook and was ‘retargeted’, seeing the same ad on his computer that nudges him to finish the application. Later that day, he Google-searched that job and finally submitted his application. Without the retargeting effort on Facebook, Jon would not have remembered to apply on Google.

As recruitment process becomes more complicated, the ‘last-click’ attribution becomes the most convenient and commonly used metric to assess the effectiveness of a campaign. The problem with last-click is that it only gives credit to the touch point before conversion. This may lead you to inadvertently stop investing in the channels that is actually bringing the results.

Cross Devices

Would you want to take the extra effort to take that tablet downstairs when your phone is within your arm’s reach? I wouldn’t.

These days, the average working person owns at least two devices. By always having these devices within reach, users conveniently switch devices more often than they change clothes. Today, many candidates prefer to search for jobs on mobile, and apply on their desktop at a more convenient time.

Let us illustrate an example. Sally is on the train, scrolling through LinkedIn job ads on her mobile. She clicks on an ad that directs her to the company’s website. Later that night, she logs on to her desktop and starts writing her resume and cover letter, then proceeds to apply for that job. Without connecting these data together, you’d assume that the two activities on mobile and desktop are done by two different people. It is essential to connect these data sets together to avoid user duplication.

Only by measuring cross-device will you be able to properly measure candidate journey end-to-end and cross-channel. Thus giving you a better insight on what to do in the future to hire the right candidates.

 

In short: Better insights = higher return on investment

With the existence of multiple channels and devices candidates use to apply for jobs at your company, determining which online channel you should invest in to fill in more jobs becomes increasingly challenging.

Without knowing which channel is attributing to your company’s hiring success, how would you optimize recruitment process in the future?

In the digital age, companies that have a 360° candidate journey have a competitive advantage. Having better insights into the candidate journey lead to higher return of investment to fill more jobs via online. You will get a better insight about the performance of each channel you need to invest in for attributing to hiring success.

To learn more about how you can get better insight into the candidate journey, contact us here!