The worst situation for a hiring manager or recruiter is sending out a job advertisement, only to be bombarded by countless underqualified candidates. The recruiter then has to go through all of these resumes, attempting to find a few people who are worthy of an interview. This is an exhausting process, but can be prevented by writing the job description in a way that attracts the right candidates and scares off those who have no chance of actually getting the position.
Here’s how to write a job description that attracts candidates and the right talent:
Update the Description
One problem that many recruiters run into is failing to update the job description. Over the years, the requirements of a position might change to include additional training, experience, or schooling. If you don’t update the job description based on what the company currently needs from the applicant, you are sure to receive a number of unsuitable applicants for the position. Jobs are always changing, so your written descriptions of the positions should change right along with them.
Just because the position requires certain skills right now doesn’t mean that it won’t evolve even further in the future. Therefore, your advertisement should show that there is room for growth within the position and that more will be expected of the candidate later on. While this might cause an underqualified applicant to think twice about applying, a top performer will jump at the opportunity to grow with the company in the coming years.
When considering how to write a job description, the general rule is that the more specific you are with your writing, the better your applicants will be. You don’t want to leave too much up to interpretation because this gives unqualified people the chance to apply. Leave out words that applicants could misinterpret and instead give specific educational and experience-related requirements. When outlining the duties, don’t use ambiguous words like “sometimes” and “occasional.” Instead, focus on the specifics.
Include Personal Qualities
Just because a candidate has all of the tangible qualities that you are looking for in an employee doesn’t necessarily mean that he or she is a good fit for the position. Therefore, you should include a list of personal qualities that your ideal candidate should possess.
These qualities could include good communication skills, the ability to work as part of a team, and a willingness to work under tight deadlines. Whatever your desired personal traits might be, make sure that you include them in your job description to weed out anyone who won’t fit in with your company’s culture.