In 2020, the recruitment market will
become an even more competitive space, and with Brexit fast approaching, and
the unknown impact this will have on our country, line managers and recruiters
need to invest more time and thought to the content of their job descriptions.
They need to become creative and write even more compelling job adverts which
will help their vacancy stand out above and beyond rival job vacancies.
Below are 5 keys aspects to consider:
1. The Job Advert is Poorly Written
When a job advert is poorly
written, or if there isn’t enough information given about the job, it will
probably fail. When a job description is poorly written, a job seeker will very
likely ignore it, so ensure the job description is well organised and with a
strong and enticing overview, by providing an accurate description of the job
and of the requirements.
A job description is a representation of the company, the
management and the job itself. If a job description has been written well,
there is a strong chance that lots of thought has gone into it, that the
company is taking the position seriously and that there is pride in what they
do. This is your chance to demonstrate that your company operates with a high
level of professionalism.
Ultimately, this could be the first impression a person has of your
company, so get it right!
2. The Skills Required Are Too Specific
It is good to have specific skills noted for job positions, but
they should not be strictly specific. Does this make sense? Probably not,
The talent pool of candidates is too small to risk ruling potential
candidates out because you have been too specific about what you want. Take
time to understand what the ‘must have’ and ‘the nice to have’ skills are.
Consider what skills are transferable, what alternative skills the
person can have and what training and support the company can provide to give
you a wider range of people to choose from.
3. The Job Advert Has the Wrong Job Title
A simple mistake, and it is one of the
main reasons why job adverts fail, is that the wrong job title is chosen, or
that it’s not clear what the job is. For most recruiters, when a job combines
various responsibilities, they tend to post unrecognisable job titles.
To avoid a job advert failing, consider
that a standard job title in your company might not be ‘the norm’ across the
industry, so it is important that you choose something that people target when
looking for work and will recognise.
4. The Company Has a Bad Reputation
A company may have a bad reputation and
as job descriptions are in the public domain, this is a good chance to send out
the right message. Consider that the job description is, in many ways, the
first touch point a person will have with your company and it’s a great
opportunity to start with a great candidate experience.
When writing the job description,
consider including information that creates a positive impression about the
company. When doing so, you should think about:
- The history. Tell the company’s story since its conception.
- Information about the owners & their journey.
- The company’s values, and the successes of the workforce.
- The company’s clients. Portray the passion and pride in the work carried out.
- The market, the company’s successes and the impact that they have had.
5. The Salary is Too Low
Every penny counts and every job seeker
is looking for a job that has a good salary. Many companies believe in
being secretive about salaries – sometimes for good reason and other times,
possibly because they don’t want to put off candidates by posting something
that they think might be too low.
The truth is, by including pay details in
your job descriptions, you will receive applicants who are immediately
interested in the job; often people who have taken the time to read the job
description in full, who have read and understood the requirements and probably
made a fair assessment of their suitability for the position, leading you to
receive a better quality of candidate. By including the salary, you are
reducing the number of people who share their CV with very little consideration
about the job and you will receive applicants who are genuinely interested.
There is also a misconception that by
omitting salary information, more people will be intrigued or interested and
that you will receive more applicants. This is not true, and you will in fact,
probably receive fewer candidates.