Are you looking for ways to intrigue top-tier talent to apply for your vacant positions? Do you want to find a way of defying the odds during the Great Resignation? If so, then you need to learn all that you can about how to write job descriptions that convert.
Doing so can help you find and land the best talent in the industry. With job descriptions that set the stage accurately, you can ensure a perfect fit for you and your staff.
See below for an in-depth guide on writing job descriptions effectively and why it’s so important that you pay attention to detail.
1. Accurately Portray the Position
Put yourself in the shoes of your future employees, for a moment. During the application process, you read a job description that sets the stage for a dream job. It talks about collaborating with other team members, working on enticing projects, and working one-on-one with clients to create highly-successful campaigns.
Then, you get the job and within the first few weeks of working there, you realize that almost none of the tasks listed in the job description are accurate.
While it might be a difficult time to find talent (during the Great Resignation), lying about the tasks your open position requires won’t do anyone any good. If employees get into a job and realize your application was a lie, they won’t stick around; they have no problem quitting a few weeks into the gig.
Take the time to accurately portray the open job position. While you should certainly cast a positive light on everything, don’t be afraid to mention some of the more tedious tasks; just keep it between 1 to 2 of those.
With clear job descriptions, you’ll find that you get more qualified applicants into the interview process. If some of those daily tasks will scare a few applicants away, wouldn’t you want to know that at the start?
2. Focus on Growth and Development
Think of some of the most common reasons that workers are looking for a new job in the first place. Some of them lack appreciation from superiors in their current role; others are frustrated with the lack of growth or watching others around them get promoted time after time.
Those kinds of employees want one thing: a shot a growth. They want to find a company that rewards hard work and recognizes the potential of those they have on staff before they start looking for an outside hire.
In your job descriptions, make sure to outline a clear path for growth. Who will this position report to? How closely will this position work with company executives? How much has the company grown itself? How many of your current employees have had promotions on your staff?
If you notice a lack of promotions when gathering statistics for the job description, then it’s time to correct that error. Find top-tier talent on your staff that deserves a title change or a pay raise. If your new employees walk into an unhappy workforce, they’ll feel tricked or lied to.
3. Have Some Fun With It
If you’re the one writing job descriptions for your company’s open positions, then you need to acknowledge the power of this task. You get to expose a whole new wave of talent to all that your company has to offer.
If you love the company that you work for and/or own, then you should have no problem writing job descriptions that show off the fun and individuality of your organization. If you don’t love it, then you shouldn’t be the one writing job descriptions.
Don’t be afraid to highlight some awesome factoids about your company. Whether it’s talking about your company’s focus on teaming up with local nonprofits or offering hybrid roles for all staff members, applicants love seeing those things.
Here’s one hack: when you write the job description, do so with a smile on your face—literally. The top writing professionals in the game stress the importance of smiling while writing, as your happiness will be replicated in the tone of your copy.
4. Get Current Employees Involved
You should find peace in the fact that, when writing a job description, you don’t have to start from scratch. After all, how can you give applicants the full feel of an Account Executive role, when you’ve never performed that job for yourself.
Get current employees involved. First, bring the manager in that will be overseeing the open position. What are they looking for in a candidate? How do they see the role evolving?
After that, bring in current employees with the same title of the open gig. What do they enjoy about the job? What tasks do they perform that are crucial to the success of the role?
5. Inform Them of the Culture
When hiring new applicants to your company, you aren’t just building an organization; you aren’t just adding to your office space; you’re building a culture.
Applicants love that word! They want to be a part of something bigger than themselves. They want to know that the work they do is part of a larger, more important purpose. It gives them fulfillment.
More importantly, they just want to work with some cool people! Make sure to exude the positive culture that your company has built and what makes for a good fit within that culture.
Now You Know How to Write Job Descriptions
Now that you have seen an in-depth guide on how to write job descriptions that will land the best talent, be sure to use this information to your advantage.
If you’re looking for some help, take the time to read this blog article for more information on how to find the best staffing agencies for your business. To add to your illustrious team of IT superstars, be sure to reach out to us at nexus IT group right away.