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How To Write A Job Description That Gets Noticed

If you want to attract the right candidates for your organization, you must start with the basics and write a job description that stands out. For most organizations, the job description is a candidate’s first impression of your company. If your job description misses the mark, you’ll have less applicants to choose from and you might end up with a bad hire.

When creating your job description, you’ll need to provide a clear picture of the position. The more you showcase, the more likely you’ll set yourself up for a smooth hiring process. To ensure your job description is clear enough to attract the right candidates, you’ll need to keep these 7 tips in mind.

Make the job title self-explanatory

When writing your job description, you’ll want to ensure the job title is simple and easy to understand. Remember, people won’t click through to your full job description if they don’t understand the job title. This, in turn, can leave you with less qualified candidates. To keep it simple, stick to well-known and specific job titles and avoid titles that include internal company lingo.

Keep your job responsibilities short & succinct

Your job responsibilities will be the most important part of your job description. However, you’ll need to avoid long narratives of what the job will entail if you want to win over potential applicants. Make sure to keep your job responsibility section concise. Try to keep each description listed to one or two sentences. Any more per task will be overwhelming for the candidates and they might not apply for the role.

Include expectations of the role within your job description

To help candidates visualize what the role will entail, it can be very helpful to include specific goals the candidate should hit once they start. Not only does this help the candidate envision the responsibilities of the position, but it’s also a great way to measure success in the role during review time. A great way to showcase these expectations can be through 30-day, 90 day and one-year expectations listed out within the job description.

If you can, list the salary range for the position

Although it may not be available for you to post, try your best to include the salary range for the job. This may entice certain candidates to apply for your role over other organizations since they know what salary to expect. It could also be a great way to vet out candidates that require a salary outside of your organization’s means.

List your organization’s unique benefits within the job description

If you can’t include a specific salary, you may want to include benefits that are unique to your organization. This could help set you apart from other similar organization looking to hire for similar roles.

Organize your qualifications between “required” skills and “desired” skills

A long requirement list within a job description can not only intimidate qualified candidates, but it can lead you to turn away applicants with great long-term potential. To make your job description less daunting, break your job requirements up into two categories – “required” skills and “desired” skills. Your required skills should include the necessary skills that are essential to the role or the technical skills that need to be mastered on day one of the job. Your “desired” skills are preferences that would be helpful for the role, but can be learned on the job.

Include a summary of your organization that differentiates you

To showcase your organization’s value to your potential candidates, make sure to include a unique summary about your company and what it’s like to work there. This not only gives candidates a better idea of what your organization does, it also helps showcase your company’s mission and differentiates you from other organizations hiring for similar roles.

 

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