![\"Art](\"https:\/\/fieldoftalent.com\/staging\/wp-content\/uploads\/2022\/08\/Art-of-Job-Description-1024x576.jpeg\")
<\/figure>\r\n\r\n\r\n\r\nWhy are job descriptions important?<\/strong><\/h2>\r\n\r\n\r\n\r\nJob descriptions can\u2019t be templatized. Because for every new job you post, you have a different ideal hire.\u00a0<\/p>\r\n\r\n\r\n\r\n
Imagine writing a letter to the love of your life. You dream of your time together and what that life looks like in the future.\u00a0<\/p>\r\n\r\n\r\n\r\n
If later in life, you encounter a new person and want to write them a letter, you wouldn\u2019t copy and paste that same letter. You\u2019d personalize it for that individual.\u00a0<\/p>\r\n\r\n\r\n\r\n
Because, well, they\u2019re different. And the life you\u2019re imagining with them is completely different.<\/p>\r\n\r\n\r\n\r\n
Job descriptions are love letters. They give your ideal job seeker an idea of what life looks like at your company and gives you the opportunity to find that perfect individual.\u00a0<\/p>\r\n\r\n\r\n\r\n
Use them wisely.<\/p>\r\n\r\n\r\n\r\n
\u00a0<\/div>\r\n\r\n\r\n\r\nSets expectations with job seekers\u00a0<\/strong><\/h3>\r\n\r\n\r\n\r\nJob descriptions are an efficient way to set expectations with your candidates and gauge post-hire performance for the individual you end up hiring.\u00a0<\/p>\r\n\r\n\r\n\r\n
Not only should your posting set expectations for the hiring and onboarding process, but also your company culture and a day-in-the-life in the role.<\/p>\r\n\r\n\r\n\r\n
Use this space to set the right tone with job seekers and accurately convey your company\u2019s goals. Hiring a candidate without first setting expectations could turn sour quickly.\u00a0<\/p>\r\n\r\n\r\n\r\n
Expectation setting also increases retention because you\u2019re on the same page as your new hire. Here are 5 additional ways to increase retention.<\/p>\r\n\r\n\r\n\r\n
\u00a0<\/div>\r\n\r\n\r\n\r\n![\"Why](\"https:\/\/fieldoftalent.com\/staging\/wp-content\/uploads\/2022\/08\/Why-job-descriptions-matter-1024x576.jpeg\")
<\/figure>\r\n\r\n\r\n\r\n\u00a0<\/div>\r\n\r\n\r\n\r\nAttracts right caliber & type of candidates<\/strong><\/h3>\r\n\r\n\r\n\r\nUse your job description to paint a careful picture of what life at your organization looks like. That life shouldn\u2019t be what everyone desires. But what your ideal hire<\/em> \u2013 a specific type of person who aligns with your company culture, mission and values\u00a0\u2013 wants.<\/p>\r\n\r\n\r\n\r\nAs much as a job description is an advertisement to the right candidate, it\u2019s also a warning to the wrong candidate that they may be better-suited somewhere else.<\/p>\r\n\r\n\r\n\r\n
That\u2019s okay! You want that special someone. And job seekers know that.<\/p>\r\n\r\n\r\n\r\n
Additionally, your job descriptions should be written in the second-person point-of-view. By writing directly<\/em> to<\/em> the potential job applicant (like a love letter), you make a personal connection with them and increase the likelihood they feel one as well.<\/p>\r\n\r\n\r\n\r\nIn other words, every syllable in your job description matters. That\u2019s why they\u2019re important to attract the top talent you seek.<\/p>\r\n\r\n\r\n\r\n
\u00a0<\/div>\r\n\r\n\r\n\r\n\r\nGet content like this in my inbox<\/strong><\/a><\/div>\r\n<\/div>\r\n\r\n\r\n\r\n\u00a0<\/div>\r\n\r\n\r\n\r\nUncommon job description advice from talent acquisition experts<\/strong><\/h2>\r\n\r\n\r\n\r\nYou\u2019re a pro. You know the basics. That\u2019s why you\u2019re here.\u00a0<\/p>\r\n\r\n\r\n\r\n
Below are the tips you don\u2019t<\/em> normally get from recruitment experts. We go beyond the traditional advice to help your job descriptions stand out.<\/p>\r\n\r\n\r\n\r\nBecause only then will your organization<\/em> stand out.\u00a0<\/p>\r\n\r\n\r\n\r\n\u00a0<\/div>\r\n\r\n\r\n\r\n![\"6](\"https:\/\/fieldoftalent.com\/staging\/wp-content\/uploads\/2022\/08\/FOT-6-tips-1024x576.jpeg\")
<\/figure>\r\n\r\n\r\n\r\n\u00a0<\/div>\r\n\r\n\r\n\r\n1. Less is more<\/strong><\/h3>\r\n\r\n\r\n\r\nKeep your job descriptions simple. Less is more. The easier it is to read your posting, the faster candidates will realize if they\u2019re a good fit for the role and company.<\/p>\r\n\r\n\r\n\r\n
Great candidate experience 101<\/a>.<\/p>\r\n\r\n\r\n\r\nDon\u2019t get fancy with your job title or description. Attract candidates with plain language everyone understands. For example, use Analytics Specialist, not Analytics Assassin.<\/p>\r\n\r\n\r\n\r\n
If your description gets long, include a summary or TL;DR (too long; don\u2019t read) at the top. Apart from condensing the rest of the page, it\u2019s a quick call-to-action for your potential candidates. For those who\u2019ve landed on your page and want to apply immediately (e.g. you talked to them in-person and encouraged them to apply), make it easy on them.<\/p>\r\n\r\n\r\n\r\n
\u00a0<\/div>\r\n\r\n\r\n\r\n2. Don\u2019t skip your all-important vision, mission & values<\/strong><\/h3>\r\n\r\n\r\n\r\nWhat sets you apart from the guys down the block? What makes you different from your competitors?<\/p>\r\n\r\n\r\n\r\n
This section will encourage those on the edge of filling out the job application to do just that.<\/p>\r\n\r\n\r\n\r\n
Briefly talk about yourself. Your vision, mission and values are important to job seekers who want to make a meaningful impact in the world. Namely, Millennials and Gen Z<\/a>.<\/p>\r\n\r\n\r\n\r\nBy including a bit about your company, employees who don\u2019t align with your culture will self-select themselves out of the process. And again, that\u2019s okay!<\/p>\r\n\r\n\r\n\r\n
Want a unique way of highlighting your culture in a job description? Feature a testimonial from a current employee. Who better to speak on your employee experience than an employee themselves?<\/p>\r\n\r\n\r\n\r\n
\u00a0<\/div>\r\n\r\n\r\n\r\n3. Success metrics<\/strong><\/h3>\r\n\r\n\r\n\r\nKPIs and KPOs and OKRs\u00a0\u2013\u00a0oh my!<\/p>\r\n\r\n\r\n\r\n
Let your job applicants know how their performance will be evaluated. Not necessarily with concrete numbers. But with estimates and units.<\/p>\r\n\r\n\r\n\r\n
Here are a few examples:<\/p>\r\n\r\n\r\n\r\n
\r\n- Number of monthly calls<\/li>\r\n
- Hours saved by automation<\/li>\r\n
- Lines of code written per quarter<\/li>\r\n<\/ul>\r\n\r\n\r\n\r\n
Success metrics let your candidates know you\u2019re serious about the work. High achievers appreciate this.<\/p>\r\n\r\n\r\n\r\n
\u00a0<\/div>\r\n\r\n\r\n\r\n4. A \u201cday in the life\u201d<\/strong><\/h3>\r\n\r\n\r\n\r\nNot only should you talk about key success metrics in your job posting, you should also highlight what a successful hire does<\/em> on a daily basis.<\/p>\r\n\r\n\r\n\r\nWhen you close your eyes and think of \u201csuccess,\u201d you probably don\u2019t imagine a specific number.<\/p>\r\n\r\n\r\n\r\n
Neither does your ideal hire.\u00a0<\/p>\r\n\r\n\r\n\r\n
You imagine a life full of hobbies, activities, conversations, and so on.\u00a0<\/p>\r\n\r\n\r\n\r\n
All this to say \u2013 Don\u2019t ignore the qualitative piece of success. You\u2019re talking to humans across the computer screen. Sure, you may have quarterly quotas or annual performance metrics. But they don\u2019t take into account your candidates\u2019 professional development, potential or leadership capabilities, which your candidates want to know about.<\/p>\r\n\r\n\r\n\r\n
What does a successful hire do<\/em> day-in and day-out?\u00a0<\/p>\r\n\r\n\r\n\r\nA \u201cday in the life\u201d also gives you the opportunity to feature your organizations\u2019 benefits and perks, like weekly happy hours, mental health trainings, and gym memberships.<\/p>\r\n\r\n\r\n\r\n
\u00a0<\/div>\r\n\r\n\r\n\r\n5. What\u2019s next & hiring process milestones<\/strong><\/h3>\r\n\r\n\r\n\r\nInclude a few details on what the hiring process looks like. Either in the automated follow-up email post-application or directly in the posting itself.<\/p>\r\n\r\n\r\n\r\n
Setting expectations with your candidates will keep them aligned and interested in your job \u2013 and prevent them from ghosting<\/a> you.<\/p>\r\n\r\n\r\n\r\nThe last thing you want is for your top candidates to get scooped up by your competitors because they didn\u2019t know when you were going to reach out. Let them know of your schedule. And it\u2019s okay if things change \u2013 we\u2019re human.<\/p>\r\n\r\n\r\n\r\n
\u00a0<\/div>\r\n\r\n\r\n\r\n6. FAQs \u2013 The ultimate catch-all\u00a0<\/strong><\/h3>\r\n\r\n\r\n\r\nAfter reading through your job description, your candidates likely have questions. Instead of offering your email or phone number and getting bombarded with questions, create a FAQs section that quickly fills any gaps.<\/p>\r\n\r\n\r\n\r\n
Searching for content for your FAQs section? Ask a friend who doesn\u2019t work at your company for a few questions they have after reading your job posting. Because they\u2019re unbiased, they\u2019ll give you honest questions about your role and company \u2013 similar to the questions your candidates would.<\/p>\r\n\r\n\r\n\r\n
\u00a0<\/div>\r\n\r\n\r\n\r\n
Sets expectations with job seekers\u00a0<\/strong><\/h3>\r\n\r\n\r\n\r\nJob descriptions are an efficient way to set expectations with your candidates and gauge post-hire performance for the individual you end up hiring.\u00a0<\/p>\r\n\r\n\r\n\r\n
Not only should your posting set expectations for the hiring and onboarding process, but also your company culture and a day-in-the-life in the role.<\/p>\r\n\r\n\r\n\r\n
Use this space to set the right tone with job seekers and accurately convey your company\u2019s goals. Hiring a candidate without first setting expectations could turn sour quickly.\u00a0<\/p>\r\n\r\n\r\n\r\n
Expectation setting also increases retention because you\u2019re on the same page as your new hire. Here are 5 additional ways to increase retention.<\/p>\r\n\r\n\r\n\r\n
\u00a0<\/div>\r\n\r\n\r\n\r\n<\/figure>\r\n\r\n\r\n\r\n\u00a0<\/div>\r\n\r\n\r\n\r\nAttracts right caliber & type of candidates<\/strong><\/h3>\r\n\r\n\r\n\r\nUse your job description to paint a careful picture of what life at your organization looks like. That life shouldn\u2019t be what everyone desires. But what your ideal hire<\/em> \u2013 a specific type of person who aligns with your company culture, mission and values\u00a0\u2013 wants.<\/p>\r\n\r\n\r\n\r\nAs much as a job description is an advertisement to the right candidate, it\u2019s also a warning to the wrong candidate that they may be better-suited somewhere else.<\/p>\r\n\r\n\r\n\r\n
That\u2019s okay! You want that special someone. And job seekers know that.<\/p>\r\n\r\n\r\n\r\n
Additionally, your job descriptions should be written in the second-person point-of-view. By writing directly<\/em> to<\/em> the potential job applicant (like a love letter), you make a personal connection with them and increase the likelihood they feel one as well.<\/p>\r\n\r\n\r\n\r\nIn other words, every syllable in your job description matters. That\u2019s why they\u2019re important to attract the top talent you seek.<\/p>\r\n\r\n\r\n\r\n
\u00a0<\/div>\r\n\r\n\r\n\r\n\r\nGet content like this in my inbox<\/strong><\/a><\/div>\r\n<\/div>\r\n\r\n\r\n\r\n\u00a0<\/div>\r\n\r\n\r\n\r\nUncommon job description advice from talent acquisition experts<\/strong><\/h2>\r\n\r\n\r\n\r\nYou\u2019re a pro. You know the basics. That\u2019s why you\u2019re here.\u00a0<\/p>\r\n\r\n\r\n\r\n
Below are the tips you don\u2019t<\/em> normally get from recruitment experts. We go beyond the traditional advice to help your job descriptions stand out.<\/p>\r\n\r\n\r\n\r\nBecause only then will your organization<\/em> stand out.\u00a0<\/p>\r\n\r\n\r\n\r\n\u00a0<\/div>\r\n\r\n\r\n\r\n<\/figure>\r\n\r\n\r\n\r\n\u00a0<\/div>\r\n\r\n\r\n\r\n1. Less is more<\/strong><\/h3>\r\n\r\n\r\n\r\nKeep your job descriptions simple. Less is more. The easier it is to read your posting, the faster candidates will realize if they\u2019re a good fit for the role and company.<\/p>\r\n\r\n\r\n\r\n
Great candidate experience 101<\/a>.<\/p>\r\n\r\n\r\n\r\nDon\u2019t get fancy with your job title or description. Attract candidates with plain language everyone understands. For example, use Analytics Specialist, not Analytics Assassin.<\/p>\r\n\r\n\r\n\r\n
If your description gets long, include a summary or TL;DR (too long; don\u2019t read) at the top. Apart from condensing the rest of the page, it\u2019s a quick call-to-action for your potential candidates. For those who\u2019ve landed on your page and want to apply immediately (e.g. you talked to them in-person and encouraged them to apply), make it easy on them.<\/p>\r\n\r\n\r\n\r\n
\u00a0<\/div>\r\n\r\n\r\n\r\n2. Don\u2019t skip your all-important vision, mission & values<\/strong><\/h3>\r\n\r\n\r\n\r\nWhat sets you apart from the guys down the block? What makes you different from your competitors?<\/p>\r\n\r\n\r\n\r\n
This section will encourage those on the edge of filling out the job application to do just that.<\/p>\r\n\r\n\r\n\r\n
Briefly talk about yourself. Your vision, mission and values are important to job seekers who want to make a meaningful impact in the world. Namely, Millennials and Gen Z<\/a>.<\/p>\r\n\r\n\r\n\r\nBy including a bit about your company, employees who don\u2019t align with your culture will self-select themselves out of the process. And again, that\u2019s okay!<\/p>\r\n\r\n\r\n\r\n
Want a unique way of highlighting your culture in a job description? Feature a testimonial from a current employee. Who better to speak on your employee experience than an employee themselves?<\/p>\r\n\r\n\r\n\r\n
\u00a0<\/div>\r\n\r\n\r\n\r\n3. Success metrics<\/strong><\/h3>\r\n\r\n\r\n\r\nKPIs and KPOs and OKRs\u00a0\u2013\u00a0oh my!<\/p>\r\n\r\n\r\n\r\n
Let your job applicants know how their performance will be evaluated. Not necessarily with concrete numbers. But with estimates and units.<\/p>\r\n\r\n\r\n\r\n
Here are a few examples:<\/p>\r\n\r\n\r\n\r\n
\r\n- Number of monthly calls<\/li>\r\n
- Hours saved by automation<\/li>\r\n
- Lines of code written per quarter<\/li>\r\n<\/ul>\r\n\r\n\r\n\r\n
Success metrics let your candidates know you\u2019re serious about the work. High achievers appreciate this.<\/p>\r\n\r\n\r\n\r\n
\u00a0<\/div>\r\n\r\n\r\n\r\n4. A \u201cday in the life\u201d<\/strong><\/h3>\r\n\r\n\r\n\r\nNot only should you talk about key success metrics in your job posting, you should also highlight what a successful hire does<\/em> on a daily basis.<\/p>\r\n\r\n\r\n\r\nWhen you close your eyes and think of \u201csuccess,\u201d you probably don\u2019t imagine a specific number.<\/p>\r\n\r\n\r\n\r\n
Neither does your ideal hire.\u00a0<\/p>\r\n\r\n\r\n\r\n
You imagine a life full of hobbies, activities, conversations, and so on.\u00a0<\/p>\r\n\r\n\r\n\r\n
All this to say \u2013 Don\u2019t ignore the qualitative piece of success. You\u2019re talking to humans across the computer screen. Sure, you may have quarterly quotas or annual performance metrics. But they don\u2019t take into account your candidates\u2019 professional development, potential or leadership capabilities, which your candidates want to know about.<\/p>\r\n\r\n\r\n\r\n
What does a successful hire do<\/em> day-in and day-out?\u00a0<\/p>\r\n\r\n\r\n\r\nA \u201cday in the life\u201d also gives you the opportunity to feature your organizations\u2019 benefits and perks, like weekly happy hours, mental health trainings, and gym memberships.<\/p>\r\n\r\n\r\n\r\n
\u00a0<\/div>\r\n\r\n\r\n\r\n5. What\u2019s next & hiring process milestones<\/strong><\/h3>\r\n\r\n\r\n\r\nInclude a few details on what the hiring process looks like. Either in the automated follow-up email post-application or directly in the posting itself.<\/p>\r\n\r\n\r\n\r\n
Setting expectations with your candidates will keep them aligned and interested in your job \u2013 and prevent them from ghosting<\/a> you.<\/p>\r\n\r\n\r\n\r\nThe last thing you want is for your top candidates to get scooped up by your competitors because they didn\u2019t know when you were going to reach out. Let them know of your schedule. And it\u2019s okay if things change \u2013 we\u2019re human.<\/p>\r\n\r\n\r\n\r\n
\u00a0<\/div>\r\n\r\n\r\n\r\n6. FAQs \u2013 The ultimate catch-all\u00a0<\/strong><\/h3>\r\n\r\n\r\n\r\nAfter reading through your job description, your candidates likely have questions. Instead of offering your email or phone number and getting bombarded with questions, create a FAQs section that quickly fills any gaps.<\/p>\r\n\r\n\r\n\r\n
Searching for content for your FAQs section? Ask a friend who doesn\u2019t work at your company for a few questions they have after reading your job posting. Because they\u2019re unbiased, they\u2019ll give you honest questions about your role and company \u2013 similar to the questions your candidates would.<\/p>\r\n\r\n\r\n\r\n
\u00a0<\/div>\r\n\r\n\r\n\r\n
<\/figure>\r\n\r\n\r\n\r\nAttracts right caliber & type of candidates<\/strong><\/h3>\r\n\r\n\r\n\r\nUse your job description to paint a careful picture of what life at your organization looks like. That life shouldn\u2019t be what everyone desires. But what your ideal hire<\/em> \u2013 a specific type of person who aligns with your company culture, mission and values\u00a0\u2013 wants.<\/p>\r\n\r\n\r\n\r\nAs much as a job description is an advertisement to the right candidate, it\u2019s also a warning to the wrong candidate that they may be better-suited somewhere else.<\/p>\r\n\r\n\r\n\r\n
That\u2019s okay! You want that special someone. And job seekers know that.<\/p>\r\n\r\n\r\n\r\n
Additionally, your job descriptions should be written in the second-person point-of-view. By writing directly<\/em> to<\/em> the potential job applicant (like a love letter), you make a personal connection with them and increase the likelihood they feel one as well.<\/p>\r\n\r\n\r\n\r\nIn other words, every syllable in your job description matters. That\u2019s why they\u2019re important to attract the top talent you seek.<\/p>\r\n\r\n\r\n\r\n
\u00a0<\/div>\r\n\r\n\r\n\r\n\r\nGet content like this in my inbox<\/strong><\/a><\/div>\r\n<\/div>\r\n\r\n\r\n\r\n\u00a0<\/div>\r\n\r\n\r\n\r\nUncommon job description advice from talent acquisition experts<\/strong><\/h2>\r\n\r\n\r\n\r\nYou\u2019re a pro. You know the basics. That\u2019s why you\u2019re here.\u00a0<\/p>\r\n\r\n\r\n\r\n
Below are the tips you don\u2019t<\/em> normally get from recruitment experts. We go beyond the traditional advice to help your job descriptions stand out.<\/p>\r\n\r\n\r\n\r\nBecause only then will your organization<\/em> stand out.\u00a0<\/p>\r\n\r\n\r\n\r\n\u00a0<\/div>\r\n\r\n\r\n\r\n<\/figure>\r\n\r\n\r\n\r\n\u00a0<\/div>\r\n\r\n\r\n\r\n1. Less is more<\/strong><\/h3>\r\n\r\n\r\n\r\nKeep your job descriptions simple. Less is more. The easier it is to read your posting, the faster candidates will realize if they\u2019re a good fit for the role and company.<\/p>\r\n\r\n\r\n\r\n
Great candidate experience 101<\/a>.<\/p>\r\n\r\n\r\n\r\nDon\u2019t get fancy with your job title or description. Attract candidates with plain language everyone understands. For example, use Analytics Specialist, not Analytics Assassin.<\/p>\r\n\r\n\r\n\r\n
If your description gets long, include a summary or TL;DR (too long; don\u2019t read) at the top. Apart from condensing the rest of the page, it\u2019s a quick call-to-action for your potential candidates. For those who\u2019ve landed on your page and want to apply immediately (e.g. you talked to them in-person and encouraged them to apply), make it easy on them.<\/p>\r\n\r\n\r\n\r\n
\u00a0<\/div>\r\n\r\n\r\n\r\n2. Don\u2019t skip your all-important vision, mission & values<\/strong><\/h3>\r\n\r\n\r\n\r\nWhat sets you apart from the guys down the block? What makes you different from your competitors?<\/p>\r\n\r\n\r\n\r\n
This section will encourage those on the edge of filling out the job application to do just that.<\/p>\r\n\r\n\r\n\r\n
Briefly talk about yourself. Your vision, mission and values are important to job seekers who want to make a meaningful impact in the world. Namely, Millennials and Gen Z<\/a>.<\/p>\r\n\r\n\r\n\r\nBy including a bit about your company, employees who don\u2019t align with your culture will self-select themselves out of the process. And again, that\u2019s okay!<\/p>\r\n\r\n\r\n\r\n
Want a unique way of highlighting your culture in a job description? Feature a testimonial from a current employee. Who better to speak on your employee experience than an employee themselves?<\/p>\r\n\r\n\r\n\r\n
\u00a0<\/div>\r\n\r\n\r\n\r\n3. Success metrics<\/strong><\/h3>\r\n\r\n\r\n\r\nKPIs and KPOs and OKRs\u00a0\u2013\u00a0oh my!<\/p>\r\n\r\n\r\n\r\n
Let your job applicants know how their performance will be evaluated. Not necessarily with concrete numbers. But with estimates and units.<\/p>\r\n\r\n\r\n\r\n
Here are a few examples:<\/p>\r\n\r\n\r\n\r\n
\r\n- Number of monthly calls<\/li>\r\n
- Hours saved by automation<\/li>\r\n
- Lines of code written per quarter<\/li>\r\n<\/ul>\r\n\r\n\r\n\r\n
Success metrics let your candidates know you\u2019re serious about the work. High achievers appreciate this.<\/p>\r\n\r\n\r\n\r\n
\u00a0<\/div>\r\n\r\n\r\n\r\n4. A \u201cday in the life\u201d<\/strong><\/h3>\r\n\r\n\r\n\r\nNot only should you talk about key success metrics in your job posting, you should also highlight what a successful hire does<\/em> on a daily basis.<\/p>\r\n\r\n\r\n\r\nWhen you close your eyes and think of \u201csuccess,\u201d you probably don\u2019t imagine a specific number.<\/p>\r\n\r\n\r\n\r\n
Neither does your ideal hire.\u00a0<\/p>\r\n\r\n\r\n\r\n
You imagine a life full of hobbies, activities, conversations, and so on.\u00a0<\/p>\r\n\r\n\r\n\r\n
All this to say \u2013 Don\u2019t ignore the qualitative piece of success. You\u2019re talking to humans across the computer screen. Sure, you may have quarterly quotas or annual performance metrics. But they don\u2019t take into account your candidates\u2019 professional development, potential or leadership capabilities, which your candidates want to know about.<\/p>\r\n\r\n\r\n\r\n
What does a successful hire do<\/em> day-in and day-out?\u00a0<\/p>\r\n\r\n\r\n\r\nA \u201cday in the life\u201d also gives you the opportunity to feature your organizations\u2019 benefits and perks, like weekly happy hours, mental health trainings, and gym memberships.<\/p>\r\n\r\n\r\n\r\n
\u00a0<\/div>\r\n\r\n\r\n\r\n5. What\u2019s next & hiring process milestones<\/strong><\/h3>\r\n\r\n\r\n\r\nInclude a few details on what the hiring process looks like. Either in the automated follow-up email post-application or directly in the posting itself.<\/p>\r\n\r\n\r\n\r\n
Setting expectations with your candidates will keep them aligned and interested in your job \u2013 and prevent them from ghosting<\/a> you.<\/p>\r\n\r\n\r\n\r\nThe last thing you want is for your top candidates to get scooped up by your competitors because they didn\u2019t know when you were going to reach out. Let them know of your schedule. And it\u2019s okay if things change \u2013 we\u2019re human.<\/p>\r\n\r\n\r\n\r\n
\u00a0<\/div>\r\n\r\n\r\n\r\n6. FAQs \u2013 The ultimate catch-all\u00a0<\/strong><\/h3>\r\n\r\n\r\n\r\nAfter reading through your job description, your candidates likely have questions. Instead of offering your email or phone number and getting bombarded with questions, create a FAQs section that quickly fills any gaps.<\/p>\r\n\r\n\r\n\r\n
Searching for content for your FAQs section? Ask a friend who doesn\u2019t work at your company for a few questions they have after reading your job posting. Because they\u2019re unbiased, they\u2019ll give you honest questions about your role and company \u2013 similar to the questions your candidates would.<\/p>\r\n\r\n\r\n\r\n
\u00a0<\/div>\r\n\r\n\r\n\r\n
As much as a job description is an advertisement to the right candidate, it\u2019s also a warning to the wrong candidate that they may be better-suited somewhere else.<\/p>\r\n\r\n\r\n\r\n
That\u2019s okay! You want that special someone. And job seekers know that.<\/p>\r\n\r\n\r\n\r\n
Additionally, your job descriptions should be written in the second-person point-of-view. By writing directly<\/em> to<\/em> the potential job applicant (like a love letter), you make a personal connection with them and increase the likelihood they feel one as well.<\/p>\r\n\r\n\r\n\r\n In other words, every syllable in your job description matters. That\u2019s why they\u2019re important to attract the top talent you seek.<\/p>\r\n\r\n\r\n\r\n You\u2019re a pro. You know the basics. That\u2019s why you\u2019re here.\u00a0<\/p>\r\n\r\n\r\n\r\n Below are the tips you don\u2019t<\/em> normally get from recruitment experts. We go beyond the traditional advice to help your job descriptions stand out.<\/p>\r\n\r\n\r\n\r\n Because only then will your organization<\/em> stand out.\u00a0<\/p>\r\n\r\n\r\n\r\n Keep your job descriptions simple. Less is more. The easier it is to read your posting, the faster candidates will realize if they\u2019re a good fit for the role and company.<\/p>\r\n\r\n\r\n\r\n Great candidate experience 101<\/a>.<\/p>\r\n\r\n\r\n\r\n Don\u2019t get fancy with your job title or description. Attract candidates with plain language everyone understands. For example, use Analytics Specialist, not Analytics Assassin.<\/p>\r\n\r\n\r\n\r\n If your description gets long, include a summary or TL;DR (too long; don\u2019t read) at the top. Apart from condensing the rest of the page, it\u2019s a quick call-to-action for your potential candidates. For those who\u2019ve landed on your page and want to apply immediately (e.g. you talked to them in-person and encouraged them to apply), make it easy on them.<\/p>\r\n\r\n\r\n\r\n What sets you apart from the guys down the block? What makes you different from your competitors?<\/p>\r\n\r\n\r\n\r\n This section will encourage those on the edge of filling out the job application to do just that.<\/p>\r\n\r\n\r\n\r\n Briefly talk about yourself. Your vision, mission and values are important to job seekers who want to make a meaningful impact in the world. Namely, Millennials and Gen Z<\/a>.<\/p>\r\n\r\n\r\n\r\n By including a bit about your company, employees who don\u2019t align with your culture will self-select themselves out of the process. And again, that\u2019s okay!<\/p>\r\n\r\n\r\n\r\n Want a unique way of highlighting your culture in a job description? Feature a testimonial from a current employee. Who better to speak on your employee experience than an employee themselves?<\/p>\r\n\r\n\r\n\r\n KPIs and KPOs and OKRs\u00a0\u2013\u00a0oh my!<\/p>\r\n\r\n\r\n\r\n Let your job applicants know how their performance will be evaluated. Not necessarily with concrete numbers. But with estimates and units.<\/p>\r\n\r\n\r\n\r\n Here are a few examples:<\/p>\r\n\r\n\r\n\r\n Success metrics let your candidates know you\u2019re serious about the work. High achievers appreciate this.<\/p>\r\n\r\n\r\n\r\n Not only should you talk about key success metrics in your job posting, you should also highlight what a successful hire does<\/em> on a daily basis.<\/p>\r\n\r\n\r\n\r\n When you close your eyes and think of \u201csuccess,\u201d you probably don\u2019t imagine a specific number.<\/p>\r\n\r\n\r\n\r\n Neither does your ideal hire.\u00a0<\/p>\r\n\r\n\r\n\r\n You imagine a life full of hobbies, activities, conversations, and so on.\u00a0<\/p>\r\n\r\n\r\n\r\n All this to say \u2013 Don\u2019t ignore the qualitative piece of success. You\u2019re talking to humans across the computer screen. Sure, you may have quarterly quotas or annual performance metrics. But they don\u2019t take into account your candidates\u2019 professional development, potential or leadership capabilities, which your candidates want to know about.<\/p>\r\n\r\n\r\n\r\n What does a successful hire do<\/em> day-in and day-out?\u00a0<\/p>\r\n\r\n\r\n\r\n A \u201cday in the life\u201d also gives you the opportunity to feature your organizations\u2019 benefits and perks, like weekly happy hours, mental health trainings, and gym memberships.<\/p>\r\n\r\n\r\n\r\n Include a few details on what the hiring process looks like. Either in the automated follow-up email post-application or directly in the posting itself.<\/p>\r\n\r\n\r\n\r\n Setting expectations with your candidates will keep them aligned and interested in your job \u2013 and prevent them from ghosting<\/a> you.<\/p>\r\n\r\n\r\n\r\n The last thing you want is for your top candidates to get scooped up by your competitors because they didn\u2019t know when you were going to reach out. Let them know of your schedule. And it\u2019s okay if things change \u2013 we\u2019re human.<\/p>\r\n\r\n\r\n\r\n After reading through your job description, your candidates likely have questions. Instead of offering your email or phone number and getting bombarded with questions, create a FAQs section that quickly fills any gaps.<\/p>\r\n\r\n\r\n\r\n Searching for content for your FAQs section? Ask a friend who doesn\u2019t work at your company for a few questions they have after reading your job posting. Because they\u2019re unbiased, they\u2019ll give you honest questions about your role and company \u2013 similar to the questions your candidates would.<\/p>\r\n\r\n\r\n\r\nUncommon job description advice from talent acquisition experts<\/strong><\/h2>\r\n\r\n\r\n\r\n
<\/figure>\r\n\r\n\r\n\r\n1. Less is more<\/strong><\/h3>\r\n\r\n\r\n\r\n
2. Don\u2019t skip your all-important vision, mission & values<\/strong><\/h3>\r\n\r\n\r\n\r\n
3. Success metrics<\/strong><\/h3>\r\n\r\n\r\n\r\n
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4. A \u201cday in the life\u201d<\/strong><\/h3>\r\n\r\n\r\n\r\n
5. What\u2019s next & hiring process milestones<\/strong><\/h3>\r\n\r\n\r\n\r\n
6. FAQs \u2013 The ultimate catch-all\u00a0<\/strong><\/h3>\r\n\r\n\r\n\r\n