Organizations must overcome some pretty intense challenges. You must adapt to the ever-changing marketplaces and typically wear many hats in order to keep your organization running efficiently. One hat in particular that can make or break the future of a company is the role of hiring manager. One of the easiest ways to get ahead of the competition here is to start with an effective job description.
By investing the time and effort into writing a strong job description, you will enable your organization to accurately announce the opportunity and obtain the most qualified applicants. For organizations who are new to the hiring game or those who want to tweak their process to attract greater talent, use the following tips for inspiration:
Craft a perfect title.
For job postings, you have a small window of opportunity to gain someone’s attention. Some candidates will simply quickly scan and move on if they don’t think your job title is what they’re looking for.
Get descriptive, thorough, and get real. Skip nouns like “superstar” or “hero” in the actual title as those words can decrease your credibility and chances of appearing in a search engine. Give the job seeker a considerable amount of information in the title to motivate them to read more.
Hint: Don’t know where to start? Do a little competitive intelligence research. Search the titles of similar open positions and gain inspiration from the best approaches.
What to include.
A good job description should include an overview of the responsibilities, requirements of the position (including skills, education or special certifications), and whether the position is full-time, part-time or seasonal.
You will also want to represent your brand in a way that the candidate can learn a bit about what you do in the creative way you would want to portray it. But don’t start with that. Begin the posting with details about the job and then mention your company towards the end. It’s not all about you. It’s about how the person can help the company reach its fullest potential.
Customize for culture.
Describe how the particular role plays into your company’s mission and culture. You not only want to hire a person who has the right technical skills, but you want to also ensure he or she will be a great cultural fit.
Mention upcoming projects the candidate will be able to work on to showcase the opportunity for career growth in your organization.
Experiment with different approaches that speak to the type of role you need to be fulfilled. Hiring a client service representative? An opening line could be: “Do you love interacting with people? Great. Keep reading.”
Depending on your industry, you may have more opportunities to get creative in your writing without going overboard.
Flexibility in requirements.
Printing an exhaustive list of requirements and skills may deter a great candidate from applying. You don’t want to scare away applicants who might lack a few skills but don’t lack the enthusiasm and desire to learn and grow. List your most important requirements and be open-minded if you decide to take the discussion further.
This one is simple. Think about it. Would you feel comfortable applying to a job where the company spelled its own name wrong? Don’t rush things and publish just to get it done. Have a second or third set of eyes read over your posting.
Keep mobile in mind.
Many job seekers are using their phones to look for new positions. To keep this audience in mind, stay away from lengthy paragraphs in your posting and instead opt for bullet points and subheaders. This is a great way to break up the content for those who are simply scanning.
How to apply.
A great job description means nothing if you don’t have a quick, yet detailed explanation of how the candidate should apply. Do you want them to call, email, or visit your career page? Don’t forget this small step so your efforts will not be wasted.
To avoid the astonishingly high cost of turnover and keep amazing people working for you, begin with a standout job description. Remember, a job posting is a great opportunity to make a good impression online; be sure that your brand is properly represented.
Stay Current in Your People Operations
Especially in today’s war for talent, managing your organization’s people requires up-to-date and insightful planning and reporting capabilities.
One of the most challenging aspects of business planning is developing a staffing plan. The plan is critical for HR to execute on recruiting and backfilling to ensure the organization has qualified individuals filling critical positions.
But even after a staffing plan is in place, many organizations lack visibility into the plan when it comes to turnover, movement among positions, new hires, etc. Business-driven decisions are difficult when you can't see real-time data to where the opening is and the analytics needed to understand the organization’s turnover.
Once an organization has a single source for the staffing plan, the recruiting team can more effectively and proactively recruit to fill these roles. The dashboards provide the visibility needed to properly maintain this staffing plan over time. For example, if you are at 70% of your staffing plan, it is difficult to hit your sales numbers, launch a new product, etc. Having insight into an organizational chart allows leaders to easily see the gaps across teams, with regard to where there are openings. This awareness creates urgency and accountability to staff the business.
Interested in learning more about how HCM software can help organizations measure what matters, build effective Objectives and Key Results (OKR) management methodologies, and gain the real-time visibility needed to evaluate the health of a business? Click here to reach SyncHR’s white paper.
Editor’s Note: This post was originally published to PrimePay’s blog and has been updated for freshness, accuracy, and comprehensiveness.
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