Writing and posting job descriptions can be tricky! If you don’t add enough detail, you’ll attract an influx of unqualified candidates. If you are too specific, you’ll scare away top talent. Avoid these 3 mistakes when you’re writing your next job description and you’ll attract the correct pool of talent!
In a world where communication is provided in an overwhelming amount of ways, it’s still surprising to hear that there is not an internal consensus for published job descriptions.
Mistake #1, Ensure Internal Consensus before Publishing a Job Description.
According to Your Career Central, “Confusion or internal disagreement over the new hire’s role within your team, department and company can make it difficult to write an effective job description. Get everyone on the same page by asking these questions:
What is the main problem this hire will solve?
What skills will the hire need to solve this problem?
Are any of these skills we can teach?
It is important to have everyone involved with the hiring decision, as well as the manager or supervisor of this candidate, in on the job description publishing.
Once you’ve reached common ground internally, it is important to communicate the essentials.
Mistake #2, Missing the Essentials in a Job Description.
Essential job duties should be a main reading point in your job description:
State the 2-3 main functions with a one-sentence explanation of each.
Include the management structure, the supervisor, and the place of the role within the team.
List examples of possible tasks and projects to spur imagination and conversation for interviews.
Essential job duties are considered the most important bit of info in your description. This will help give the candidate a day-in-the-life outlook on the role.
Listing required skills to achieve these daily functions are yet another primary block of information each candidate will need to compare themselves to.
Mistake #3, Listing too many Required Skills
Just because you list tons of specific skills, does not mean that the person whom possesses said skills will see your posting and apply. According to Your Career Central, “Unfortunately, long skill lists often backfire. They deter qualified candidates who worry they aren’t the “perfect” fit and actually increase the number of unqualified candidates who apply. These unqualified candidates recognize one or two items and think, “I can do that!”
If you’re stuck on a list that is a tad lengthy, try to split the list into two. One side for required skills, and the other for preferred.
Bonus tip. Your job description should also paint a clear image of where your company is going in the near future. The best candidates will ask you about the growth potential within, as well as for the company in general.
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