First impressions count, and your job descriptions are typically employment seeker’s first impression of your company.
If you would like candidates to use for your positions, you would like job descriptions that stand out — especially immediately .
Although unemployment rates are high, companies are still struggling to seek out qualified applicants. The market is flush with talent, but not all of it’s the proper talent for your organization.
Qualified candidates can’t possibly apply to each open role in their field, but you’ll increase the probabilities they’ll apply to yours by writing a stellar description that catches their eyes. Here’s the way to write employment description that’ll put your roles above your competitors’:
Avoid Technical Jargon
A study by Agency Central found that application rates spike when job descriptions contain 500-749 characters, or about 90-135 words. That’s pretty clear evidence job seekers prefer clear, simple, straightforward job descriptions.
A good thanks to keep your ads concise is to steer beyond technical jargon. As a recruiter, you almost certainly skim over needlessly complicated language and clichés like “results-driven,” “communication skills,” and “detail-oriented” when reviewing a candidate’s resume. an equivalent goes for candidates reading your job descriptions.
To avoid confusion and better hold a possible candidate’s attention, use concise language that gets right to the purpose and covers only the essential details.
Explain What You’re trying to find
Make it clear from the very beginning what hard and soft skills are needed for your role. By including this information within the description , you give job seekers the prospect to work out whether or not they have what it takes to succeed. those that don’t can self-select out of your process, adding an additional layer of screening to the proceedings.
Additionally, employment description clearly conveys the company’s expectations tells job seekers the employer strongly understands both the role that must be filled and its own brand.
Top candidates are going to be more likely to use for your role once they see that your company understands the work and stands able to offer the required support to assist a replacement hire succeed. As a result, job seekers will feel easier and assured accepting the role if offered.
Use Inclusive Language
You may be needlessly limiting your candidate pool by including the incorrect words in your job descriptions. consistent with researchers at the University of Waterloo and Duke University , employment description with masculine-coded language can make women less curious about applying for a task , albeit that woman feels qualified for the position.
LinkedIn specifically recommends avoiding words like “strong,” “competitive,” “assertive,” “decisive,” “leader,” and “self-reliant,” which tend to be perceived as “masculine.”
Use more neutrally perceived words to convey your job ad’s message. It are often tough to identify gender-coded language in your own writing, so you’ll want to ask trusted colleagues for help. the trouble is worth it: You’ll make your description more inclusive and attract a more diverse pool of applicants.
As mentioned before, first impressions count. You don’t want to show off a possible candidate due to an easy grammatical error. very similar to gendered language, spotting our own errors are often hard, so consider asking a trusted coworker for proofreading help. you’ll also use tools like Grammarly to assist identify and address mistakes before publishing your ad.
Also, remember to double-check that each one the knowledge is correct! You don’t want to miss any critical details.
Communicate Culture and Values
It’s critical that your job ad dials in on what attracts job seekers to your company. Top candidates are trying to find rewarding careers and corporations with cultures and values they share.
Your job ad are going to be far more compelling if you’re taking time to speak your values, the importance of your work, and therefore the impact your workforce has on driving the corporate mission forward.
The best source for these cultural details is your own current employees. determine what attracted them to your company.
What do they love about your culture and values? What keeps them sticking around? What do they want that they had known about the corporate before applying? make certain to spotlight details that make your job stand out from your competitors’.
Show Candidates What’s in It for Them
We already talked about the importance of setting clear expectations for the work , but it’s equally important to be clear about what employees will receive from you. consistent with a LinkedIn study, 61 percent of job seekers want to understand about compensation before applying. Include salary, benefits, career growth opportunities, and other relevant perks to point out candidates how they’ll be rewarded for his or her work.
Candidates are always trying to find opportunities that best meet their needs. Including benefits and compensation in your job descriptions will assist you sell your job to candidates by showing them what you’ll do for them.