Photo by Kate Trysh on Unsplash
For business owners, HR professionals, and hiring managers, creating a job description for an open position is just the first step when searching for the right person. But, this job description can be crucial to the success of your search.
Oftentimes, candidates on the job market are unaware of your company and do not have a strong insight into the position, so the job description becomes EVERYTHING. The job description should be viewed as a way to inform candidates of your role, but also as a billboard for your company.
Below are a few key points I’d like to emphasize to hiring managers when creating their job descriptions:
Company Overview – This is a typical heading and introduction on every job description. It’s the chance to differentiate yourself. What are the perks of working with YOU and what makes your company special (e.g. mission statement, company perks, awards/recognition)?
Job Title – Choose a job title that emcompases the position and will come across appealing to qualified candidates. Elevating a job title could quickly increase the interest in your role.
Requirements/Qualifications – Include the “must have'' qualifications, but eliminate or clarify those “bonus” qualifications that are beneficial, but not required for the job. Candidates use the job description to qualify themselves for a role, if the requirements are not accurate, hiring managers may lose out on quality candidates.
The best job descriptions are informative and specific, while also being concise. Eliminating repetition, while placing an emphasis on the skill sets that matter, is an art.
Job descriptions are not just a formality when looking to fill a position. When done right, they can become a strong tool for the recruiting process and assist in filling the position faster.
Written by: Emily Onheiser, Senior Search Consultant at Hunter Crown, LLC
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