Most companies are writing job descriptions all wrong. We have some tips to share today that will help you improve your success with attracting top candidates.
We are excited to share some tips with you today about how to recruit and present better job descriptions. You want to present the best opportunity possible to the candidates you may be interviewing.
We really want to encourage clients and hiring authorities to write their descriptions from the perspective of an “A” candidate. We want you to think about the sizzle. When working with clients and hiring authorities, we want to ask why an “A” candidate would leave the job they currently have to come work for us instead?
When you think about it and write the description from that perspective, it’s more about what they would be doing in the role. What are the top three things you can assure them that they will be responsible for? That should be in your job description.
You want to attract the top candidates.
Coming back to the sizzle, what we mean is we want you to be able to tell the candidate what’s exciting about your company, your department, or your team. How will that impact their career? Lay out a framework that tells them where they will be in three to four years if they are still with your company. This is called a succession plan.
It’s also about writing a job description from a different perspective instead of from the same old, same old. Most companies are still stuck on writing descriptions with bullet points, job duties, skills, experience, and other terminology. Those who deviate from that formula are the ones who are going to attract the best candidates.
Hopefully, you can use these tips to help yourself stand out from other companies and attract that “A” candidate. If you have any questions, don’t hesitate to give me a call or send me an email. I look forward to hearing from you.
