The greatest job descriptions strike the ideal balance between thoroughness and succinctness. The job description must be thorough enough to provide candidates a complete image of working at your company. However, it should also be explicit and unambiguous regarding the expectations, compensation, and next procedures for applying. Here are a few key elements that every job posting needs to attract great candidates and ensure they complete the application.
1. A headline with keywords
Every job advertisement needs a headline, and just like a news headline, the job posting should be both noticeable and simple to find. Use search terms that people would naturally use to find your job posting. Common job titles are more effective than made-up ones: For instance, “HR Director” is more likely to get views than “Chief Happiness Officer.”
In addition to the job title, include a few other descriptors that help your job posting stand out. What makes this opportunity exciting? Maybe you’re hiring to keep pace with sales growth, or maybe you’re opening a new location. Highlight something unique about the opportunity along with the job title. “HR Director at Fast-Growing Startup” is a great example.
2. Your company’s mission, values and vision
Not only do job posts help you find new applicants, but they also play a role in your overall employer branding strategy. Job postings aren’t just read by those interested in the specific open role. Competitors, customers, existing and former employees and candidates who may be interested in other roles at your company may all review your job posting to understand more about your company culture.
According to research from Hubspot, “[A] good employer brand can reduce turnover rates by 28%, and cut your costs-per-hire by half. Additionally, 75% of active job seekers are likely to apply to a job if the employer actively manages its employer brand.”
3. The role’s responsibilities
It can be difficult to write the tasks of the role accurately. On the one hand, you need to make it crystal clear what this new hire will be expected to do. On the other side, assigning too many duties gives the impression that the position is “unfocused.”
By listing a lot of duties, you can unintentionally miss out on some excellent prospects. According to research, women won’t apply for employment until they believe they are completely qualified. As a result, list the top four to six tasks in four to six distinct, succinct bullet points.
4. Requirements of the position
Include in this area the skills and abilities that a candidate needs to have in order to do the job well. Keep in mind that these are “must-have” skills rather than a comprehensive list of all the abilities you may imagine would be wonderful to have. Again, the more talents you list, the more likely it is that you may deter a highly qualified applicant from applying. The professionals at Monster.com advised being precise about the knowledge and training needed for the position and any areas where there is some leeway.
5. Benefits and compensation
The top two considerations for candidates before accepting a job offer are salary and benefits. You’re more likely to draw applicants who are a good fit if you can be open about the salary range and benefits your company offers in the job offering. Be honest about your benefits. Flexible hours, remote working, and training possibilities can all make your job ad stand out; not all benefits have to be monetary.
6. Important details and next steps
Perhaps the most important element of any job description: how to apply! Include these key details somewhere in your job posting:
- Where the job is located.
- The salary range.
- Application deadline.
- Application instructions.
Candidates often read job postings for hours at a time. The more open you can be about your selection criteria and method, the more quality applications you’ll likely receive.