“Strong team player”
“Extraordinary communication skills.”
“Passionate and detail-oriented”
“Hit the ground running.”
What do these have in common ?
They are all boring! (and overused).
Some companies think writing the same requirements over and over and using the same old templates would somehow magically attract the talent they seek.
It is hardly the case.
First of all, no one reads those anymore. It is like ad blindness - after seeing it for the thousandth time, job seekers develop a kind of selective attention, rightfully so.
Even if people read these, no one would look at a job description and say “Mhmm, I am not a strong team player, I shouldn’t apply to this job.” Because hardly anyone sees themselves as a poor team player in the first place (even if they are!).
So, let’s just change our perspectives and stop treating job descriptions as generic lists of requirements and duties.
Because they are definitely more than that.
Let's take a look at how a job description is actually a great opportunity to attract the right talent, differentiate the company from competitors and even boost retention.
Attracting the Right Talent
In today’s job market, candidates are not just looking for a job; they are looking for a place where they can belong, grow, and contribute to something meaningful. By infusing your company's core values, mission, and vision into the job description, you attract candidates who resonate with your organization's ethos. This cultural alignment ensures that you're not just hiring for skills but for a fit that will foster both individual and organizational growth.
Standing Out
A job description is a great opportunity to showcase what makes your organization unique and why it’s an attractive place to work. This is especially important in competitive job markets where top talents have the luxury of choice. Authentic job descriptions reflect the company's personality and values, making it easier for candidates to feel a connection even before they apply.
By differentiating your company through genuine and engaging job descriptions, you not only attract candidates but also build a strong employer brand that resonates within the industry.
Setting Clear Expectations
Another key benefit of authentic job descriptions is the clarity they provide. By clearly outlining what the role entails, including the challenges and opportunities, candidates have a realistic understanding of what is expected. This transparency helps in setting the right expectations from the outset, reducing the likelihood of mismatches between the job and the candidate.
When employees find their roles and the company culture in alignment with their personal values and career aspirations, they are more likely to be engaged and satisfied. Thus, authentic job descriptions play a crucial role in not only attracting but also retaining talent by ensuring a good fit between the employee and the organization.
How to Craft Authentic Job Descriptions
1. Understanding the Role
The first step in crafting an authentic job description is to have a deep understanding of the role. This involves more than just a list of responsibilities and skills; it's about understanding the role's impact on the organization, its challenges, and its opportunities for growth.
If you are not sure, engage with current team members, and if possible, involve them in the process. Their insights can help paint a more accurate and nuanced picture of the role.
2. Highlight Your Company Culture
Mention your organization's core values, mission, and any unique cultural elements that define your workplace. For instance, if collaboration and innovation are pillars of your company culture, highlight how these values are lived within the team. Share stories or examples that illustrate what working at your company is really like. This approach helps candidates visualize themselves within your organization and assess cultural fit from the outset.
3. Use a Clear Language
The language of your job description matters. Use clear, straightforward language that speaks directly to the candidates you want to attract. Avoid jargon and overly technical terms that might exclude or intimidate potential applicants. Additionally, ensure your language is inclusive, welcoming candidates from diverse backgrounds and experiences.
4. Be Specific About the Role and Expectations
Rather than generic statements, provide specific examples of what the role entails and the impact the new hire is expected to have. Discuss the types of projects they will work on, the teams they will collaborate with, and the outcomes you hope to see. Setting clear expectations helps candidates understand the role better and self-select based on their ability to meet these challenges.
5. Showcase Growth Opportunities
Top talent is often looking for roles that offer growth and learning opportunities. Highlight how the role can evolve over time, the potential career paths, and any training or development programs your company offers. This not only attracts candidates who are eager to grow but also demonstrates your investment in employee development.
6. Include a Call to Action
End your job description with a strong call to action. Encourage candidates to apply and guide them on the next steps. Make the application process as simple and straightforward as possible. If you’re open to informal chats or questions about the role, mention this as well. A welcoming and open-ended call to action can make all the difference in encouraging the right candidates to take that next step.
Conclusion
Authentic and unique job descriptions serve as a powerful tool in not only attracting the right talent but also in laying the groundwork for long-term employee engagement and retention. They go beyond mere lists of qualifications and duties. They tell a story about the role, the company culture, and the potential for growth and development within the organization.
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