Conducting an effective recruitment and selection process that can garner the best talent is a great challenge for businesses. Hiring the right professionals is not an easy task and requires a lot of preparation from the recruiters. Each stage of the selection should be articulated with strategies that corroborate the organizational mission – which begins with the job advertisement itself, with the so-called job description.
“Job Description,” meaning nothing more than a compilation of information that would attract potential talent to apply for that position.
However, with so many offers – mainly online – this description ratifies itself as a showcase for your company and has the function of convincing those who access your advertisement that the work there is worthwhile.
Thinking about helping you attract qualified professionals to your selective processes, this post will explain more about this technique and give you tips on how to avoid making basic mistakes that could make the results difficult. Check out!
The need for a good job description for effective selection
As we said, this technique is a showcase of your company in a vacancy offer. Much more than a simple ad, it generates countless impressions on the viewer.
If the job description is done incorrectly, the result can be disastrous, especially since queries happen largely via the internet. Ever imagined your company becoming a mockery of Facebook or Instagram pages that satirized odd job offers?
Making such an error, in addition to not generating results,can take your selective processes down. It is often through the announcement of the vacancy that the candidate has the first contact with your company. So,nothing is fairer than generating a good initial impression.
This description also carries the values and mission of the company, which has a great influence on the candidate. The way your ad provides institutional information and job assignments gives clues to what the professional can expect from the organization if hired.
Still, it works as a candidate filtering tool. According to language, aesthetics and the channels of disclosure adopted, certain talent profiles will be more interested than others. This is a sort of first screening.
That way, when opening a recruitment and selection process for any position, you must establish a well-designed strategy to ensure exemplary hires. With the efficiency of a well-made description, of course you optimize the steps and gain precision in recruitment.
If you’re looking at very specific talents – who are probably in other organizations – the service description should reach those professionals. It, along with other internal processes, undoubtedly plays an essential role in organizational competitiveness.
Tips for getting hit in the job description
Want to learn how to do a shocking job description? So,check out the following 7 tips with the elements needed for a neat job description that will attract the desired professional.
Create a compelling and accurate headline
Like any ad, the title needs to be attractive and not blunt.It needs clarity and objectivity in order to avoid confusion in the reader’s interpretation. In addition, it should be easy to memorize so that the candidate finds it without difficulty in search engines on the internet.
Avoid making mistakes like:
- Superficial or deceptive language;
- Titles with questions or inquiries;
- Letters written in uppercase (all words capitalized);
- Phrases like “No experience required”.
Clearly describe job assignments
Be very transparent in the job description. Clearly identify all of the duties assigned to that position, what responsibilities the position holder is responsible for, and, if possible, related tasks to avoid expressions such as “among other functions.”
Specify the place of work
When conducting the search for companies, many professional stake into account the location. Just imagine the inconvenience of those who live in Chantilly. Residing in Chantilly and working in Strasburg can lead to many hours of traffic every day, which makes the routine impractical.
So be clear on the address of your company. This information not only gives the organization greater credibility but also proves that the announced offer is true.
List all required requirements
Detail all the prerequisites for the occupation of the vacancy. Be straightforward and thorough, as the higher the specifications for the position, the more the profiles will approximate the expected.
Include all the information you need, such as:
- Schooling level;
- Knowledge of languages;
- Skills with software, systems, and programming;
- Time of experience in the function;
- Interpersonal relationship skills (such as leadership, for example);
- Contracting regime.
Include the salary range
This is the “Achilles heel” of many job advertisements. Keep in mind, however, that spreading the average salary is also a form of pre-selection, as well as giving transparency to the ad.
Many companies lose time and credibility when they advertise without payroll. Think of embarrassment for both sides. The candidate has conferred an attractive job assignment of his company and, upon arriving at the interview, discovers that the salary is very low.
In addition to being offended by the offer, it will create a bad image about you. Not to mention wasting time for you as a recruiter.
Describe the benefits
Not only is salary range important, many companies end up attracting professionals through the benefits package. There are certain cases where it pays to have a slightly smaller salary, but a good package of benefits- such as health insurance, school attendance, profit sharing, and scholarships, for example.
At the tip of the pencil, this makes a huge difference for the candidate wanting to work at your company. So, do not hesitate to clearly disclose the benefits that the professional will have.
Give consistent information about the company
This is a field that must be filled with certain devotion.Explain clearly when the organization was created, its goals and values, the products and services it offers, such as its organizational culture, how to develop interpersonal relationships, career plans, and any other relevant information.
Information like these is a real business card for candidates. If possible, use features like videos as they are an excellent interactivity tool. Also, include links for your website and social networks.
Have you stopped to think about the importance of a job description? With the digital age, just as there were changes in consumer behavior, the relationship between professionals and companies also changed. If you want to find the best talent, you need to use well-defined strategies that include bold selective processes. The first step, surely, is the announcement of the vacancy offer.
What do you think about the innovations in the recruitment and selection processes? Does your company see this as a competitive strategy?Leave your comments on the field below!