First impressions are not a one-way street in recruiting. Just as recruiters can make quick judgments on candidates based on things such as omissions on their resume or mistakes in a cover letter, candidates can do the same thing based on their first impression of your job description.
While job descriptions are by nature dry and factual, if they aren’t informative enough to even set up proper expectations for candidates, they may lose interest and decide not to apply. And the candidate who made that decision not to move forward with the application just might have been a perfect fit for your open position.
Here are some of the slip-ups companies make with their job descriptions.
No Mention of Salary
Studies have verified that omitting salary or wage information in a job post causes a 33 percent decrease in applications. Many candidates don’t wish to go through the extensive application and interview process only to find that the wages being offered are far below what the candidate is willing to accept. So, many don’t even bother to start the process.
Offbeat Job Titles
Stick to typical job titles so that when job hunters search, they can find yours. Odd job titles might amuse some people, while others may find them tacky. Either way, no one will be searching for a financial guru when they are looking for a controller. You could be turning off high-quality candidates with your attempt at levity.
Failure to Talk About Company Culture
A job description should provide a comprehensive explanation of the job itself, but it also should describe what it’s like to be part of your organization. Pretend candidates are your customers (in a sense, they are), and tell them about your brand and culture. Sell your company to your candidates, and you’ll set yourself apart from your competitors in getting top talent.
If you can’t write professional-looking job descriptions, find someone who can or at least have someone check your work. Your chances of attracting the best candidates will drop significantly if your job post has errors that a fifth-grader wouldn’t make.
Don’t overdo the bullet point requirements. It’s not likely that many candidates will be able to check off all 15 of your requirements, which will leave them thinking they won’t qualify. Most jobs don’t have more than a handful of actual requirements, so stick to them in the ad and talk about any smaller expectations in the interview.
Are you unsure about how to find the best employees?
Let us help you find them. Contact Pro Resources for the light industrial or technical/professional help you need. We’ve been in business for over 30 years, so we will use our expertise to help you find your next top-notch worker.