Job description for top talents attraction
The professional world is a huge field, crowded with potential geniuses, but also with people inappropriate for your work milieu. Declare yourself bravely, clearly, and attractive to summon the right candidates. The job description is the fighting arsenal that peacefully leads you to the universe of talents. If it is well-written, it will sell out the role to the best candidates. It is like the first impression while entering the room. You’ll be noticed if the clothes you wear are aligned with the atmosphere.
The description has to be stimulating the creativity of the readers. Try these tips&tricks:
- Draft a summary of the assignment and the main responsibilities. Continue with the crucial professional skills and qualifications. Add some words about the company and its corporate values and drives. Not only finish with a “call-to-action” sentence like “Apply now”, “Send your CV here” but use a proactive style during the whole “conversation”. Structure your text with bullet points to make it easier to read.
- Examine the role in detail. If you go for an edit of a previous description, better forget about haste. Analyze what has changed since the last publishing while editing. Make sure to add relevant responsibilities as a replacement for outdated or inapplicable duties. Require proper profiles – for example, you can’t look for an “entry-level” position, and expect five years of experience in the field.
- Determine the right amount of buzzwords. Some companies claim an “out-of-the-box” culture. That’s why they use metaphors, jokes, and playful phrases even in the job descriptions. Our advice is to narrow the figurative speech and only use it if it matches your company’s culture. And always keep in mind that the playful style could attract candidates with a more superficial profile. Also, it would damage your searchability. After all, how many of your candidates are going to search for “shining guru” or “rockstar” in their job search.
- Create realistic expectations. In an attempt to impress, we can create fantastic descriptions. Better emphasize the most convincing and appealing aspects of the role, so that the person on the other could factually recognise if they can imagine being part of your company. If the job-getter will receive bonuses or have outstanding benefits, it is best to shout them out. But do not promise anything you can’t provide. If you promise free breakfast and career development, do not change direction on the go. The same applies to a stated salary.
- Provide the name of the hiring manager or recruiter, their email or another contact detail. LinkedIn jobs almost always allow you to contact this person directly. The proactive approach of contacting the recruiter is considered a plus, and at the same time, it gives the person an opportunity to be noticed by the recruiter, to present their professional profile, and as quickly as possible be considered – or not – as a top talent for the respective opening.
Research from SHRM showed that more than 80% of Human Resources managers have reported difficulties recruiting suitable candidates in 2020. 75% of them believed the applicants did not have the necessary skills. However, talented people are somewhere over there. How to pick them and provoke their interest is a matter of clear messaging and expectations management. Research the most contemporary ways to write a job description to mirror the candidates’ enhanced CVs.
Too many details and too long job descriptions will discourage even the top talents – consider it the HR FOMO. Try to summarize the most important responsibilities.
Be careful about unintentionally setting biased frameworks. It is possible to lose a high-quality person just because you have composed the job description in a way that excludes people who have worked independently in recent years, or have been on sabbatical, long maternity leave or else. Continuous experience does not necessarily equal increased professional performance. Escape of the stereotypes to hire mostly men or mainly women, to give precedence to the younger or to the more experienced. Diversity is best for business sustainability and steady competitiveness.