TSP • @myTSPnet
The decision to hire a new employee isn’t one to take lightly. The average length of the hiring process in the U.S. is about 24 days. However, in some cases, it could be months from when you first post an open position to when you extend a job offer. If you find that it takes your company too long to hire, there’s one tactic to reduce your turnaround time — create better job descriptions.
GET THE JOB TITLE RIGHT
When an applicant is browsing through open positions, they’re searching for job titles that they’re qualified for. If the job title you’re posting is unclear or vague, it may confuse applicants. It’s best to keep your job titles simple and clear so that candidates know exactly what they’re applying for.
KEEP IT SKIMMABLE
Avoid lengthy, difficult to read or complicated descriptions, which can detract potential candidates. To attract high-quality applicants, keep your job descriptions skimmable. Use short paragraphs, bullet points and headers so that applicants can quickly tell whether or not they qualify.
SHOW YOUR BRAND PERSONALITY
Your brand personality should appear in everything that you do, including your job descriptions. To separate your company from competitors, your job descriptions should be infused with your brand’s tone-of-voice and messaging.
Job descriptions that effectively portray your company's personality will attract candidates who are a fit for your company’s culture. A sense of personality in your job descriptions can also make the posting more memorable. Be creative, but never sacrifice professionalism.
IT’S ALL IN THE INTRODUCTION
Active job seekers are busy people. They’re constantly researching companies, opportunities and positions. If you can’t grab their attention in the sea of job listings, you’re going to receive mediocre applications. To attract top talent, you need to go above and beyond in the introduction to capture the candidate’s interest. Ask a question, give a fact or provide a statement that encourages them to keep reading and apply.
REMAIN RELATABLE
The person you hire will eventually become a part of your team. Focus on remaining relatable and welcoming throughout the application process. If the job description reads as cold, overly formal or unapproachable, you may struggle to find top-tier candidates. It’s important to remain professional while also building a human connection.
AVOID BEING MYSTERIOUS
When high-quality applicants review your job descriptions, they want to know whether or not the application will be worth their time. If they’re unable to find information about your company, your culture or how you work, they’ll likely move on to another listing. Provide enough information to keep your candidates interested but save the mundane details for the interview.
SELL THE JOB
Remember that you need to sell the job, too. Demonstrate to candidates why the job is exciting and worth their time. If your job description lacks energy, you’ll only receive lackluster applications. Include enticing details and benefits about the day-to-day operations within your company, as well as opportunities for growth.
INCLUDE A SALARY RANGE
Experts debate whether or not to include a salary range in job descriptions. However, each candidate has payment expectations. If you don’t give any indications of salary, you risk wasting time interviewing candidates who are looking for something more. If the salary will be based on experience, provide a range to inform applicants.
BE SPECIFIC ABOUT TASKS
Short and concise writing is best for the majority of the job description; however, when it comes to explaining tasks, the more specific, the better. Establish your expectations clearly within the job description to give applicants a breakdown of what a day may look like if the individual is hired. Rather than stating “manage a calendar” or “communicate with clients,” give specific examples of what these duties may entail.
The more accurate your job descriptions, the greater your chances are of attracting the right candidates. If you’re unsure whether or not you have accurately nailed a job listing, ask someone in that role for their input. Comb through your professional network and get feedback from others with similar jobs. A little extra effort in crafting your job descriptions could make for a much quicker and less cumbersome hiring process.
