Your ability to craft a compelling job post is one of the first and most important steps in finding a new employee. A less-than-great post could fail to attract your ideal candidate.
Somebody left, or maybe your team has expanded. Either way, you have an opening and need to make a hire. To fill that opening with the best person you can, you’ll want to craft a job description that makes the position sing. Follow these steps as you brainstorm and draft your description, and you’ll be well on your way to landing a top-notch employee who will elevate your team.
Anticipate and Answer Questions
A worthwhile candidate will want a good feel for your company and the role. Share insights into what the office environment is like — and be genuine. (The candidate will learn the truth during the interview.) Be sure to include how many people work in your office, whether it’s a satellite location or company headquarters, whether it’s dog-friendly and whether it’s open-plan or traditional. The more complete a picture you’re able to paint of the company, the better fit the candidates will be. A well-crafted job description will narrow the pool of candidates so that HR (or you) doesn’t waste time talking to those seeking flexible hours remotely if the opening is for a standard desk job.
Sell It
Everyone wants to love (or at least like) their job. In a good employment market, why would a potential candidate want to leave her current role to take yours? Share what makes this particular opportunity unique, whether it’s the cross-functional work or the growth potential. Note if this is a brand-new role. Many entrepreneurial candidates seek out opportunities to create something from scratch.
Be Specific
If you need specific information in regard to previous employment history or skill set, spell it out clearly. The clearer you are, the less confusion there will be once a candidate comes in for an interview. Additionally, if there is no flexibility on salary or title, share this in the description. Nothing is more frustrating than thinking you’ve found the perfect candidate, only to have an offer turned down because of ambiguity on salary.
The clearer you are, the less confusion there will be once a candidate comes in for an interview.
Give Them Goals
You probably know the day-to-day responsibilities for the role you are looking to fill, as well as potential avenues for advancement. The right candidate will want to know these particulars — whether a preview of what success may look like 90 days into the position, or longer-term goals and how the position could eventually ladder higher into more advanced positions within the organization. Yes, this will take more effort than just saying you want someone with a degree and a few years of experience, but what you write will be more likely to grab candidates you want at your company.
Get Feedback
Before you post the job description, share it with someone at the company who doesn’t know the role and see if they understand it. If you aren’t communicating clearly enough to someone who presumably knows a thing or two about the company, your chances of landing a stellar employee will be less than great. Don’t be afraid to spend time honing the description. Don’t be afraid to rework it until you get it right!
Ready to Find Your Next Employee?
Once you’ve perfected your job description, post it where you’ll find great candidates, such as the Bear Down Network’s Alumni Jobs board.