Would YOU want the job you are hiring for?

Take a look at the job descriptions and job postings you are putting out into the world. Does the role sound interesting, challenging and like a good career move, OR does it put you to sleep with all its requirements?  Chances are, you’re using your job description as a job posting.  They should actually be distinct tools that work together to help you hire your next employee.

A job posting should sell the opportunity by:

• Showcasing company culture and including some lightness and fun elements.

• Helping candidates visualize what the job is like  – “A typical day would include…”

• Emphasizing opportunities and setting clear expectations – “You will help us to accomplish X by doing Y.”

• Showing the support that will be available, such as the  ways you go beyond standard benefits to help employees  grow, learn, and develop, etc.

• Stating the basic requirements clearly – “You may be a fit if you have …” (Be sure the requirements listed  are the minimum required).

• Linking to a real person by providing contact information. Candidates may have questions and your recruiters need to be accessible.

A job description should be used for pricing the role (compensation) and evaluating work (performance management). It should be presented to the candidate prior to selection. Make sure to include:

• Bona fide occupational qualifications (BFOQ) as minimum qualifications

• “In lieu of” experience options for degrees where possible

• True requirements to get the work done, not a “wish list” 

Try writing true job postings for roles instead of pulling the job description from the ATS, and reap the rewards with candidates who are excited about your opportunities and can’t wait to learn more about your organization.