qwerty 8 Tips for Writing Compelling Job Descriptions That Attract the Right Talent

8 Tips for Writing Compelling Job Descriptions That Attract the Right Talent

Finding the right talent starts with writing a compelling job description. 52% of job seekers say the quality of a job description impacts their decision to apply.  Find out how you can write effective job descriptions that clearly communicate the employer’s requirements to job seekers. 

1. Choose the Right Job Title

Clarity and searchability are essential. Make sure titles are clear and concise, using standard language that anyone can understand. Avoid trendy phrases and company-specific acronyms that might confuse potential candidates. 

For example, L’Oréal saw a 68% increase in applications when they changed “Personal Chemist” to “Skincare Scientist.”

Including relevant keywords that candidates and recruiters might use can improve visibility in searches and applicant tracking systems. Additionally, avoid inflating job titles. Ensure the title accurately reflects the role’s responsibilities and requirements to prevent mismatched expectations regarding compensation and experience.

 

2. Write a Concise Job Summary

A concise job summary is essential, as 31% of job seekers report being confused by job descriptions.  A well-crafted job summary lays the groundwork for a smooth and aligned hiring process by ensuring everyone understands the role’s purpose, impact, and requirements.

Start with the top line. 3-4 sentences that outline the position’s core functions, key responsibilities, and contributions to the team. 

Highlight how the role impacts the team’s success and organizational objectives, and clearly define the seniority level, indicating whether the role is an individual contributor or a managerial position, to ensure everyone understands the associated responsibilities and career path.

 

3. Provide a Clear Picture of the Day-to-Day

Start by listing all possible responsibilities, then refine the list to highlight the seven or eight most critical duties. This prevents information overload and ensures clarity on the role’s essence. Organize these duties in descending order of importance, beginning with the most crucial tasks. 

Use action verbs to describe each duty, helping candidates visualize themselves performing the job. For example, instead of saying “Customer Service,” use “Responds to customer inquiries and resolves issues promptly.” Additionally, connect each duty to its broader impact on the team, department, or organization.

 

4. Ensuring You’ve Targeted the Right Technical Skills

Consult with team leaders and current employees in similar positions to gain insights into the practical skills required for success. Prioritize the skills based on their importance and relevance to the role’s key responsibilities, highlighting the top skills that are truly indispensable.

 

5. Don’t Forget the Soft Skills

Soft skills that drive communication, teamwork, and overall effectiveness are what make a candidate truly exceptional. To define these competencies, think about the traits that lead to success in your organization. Key competencies include strong communication, problem-solving, adaptability, leadership potential for those in leadership roles, and teamwork.

Can the candidate articulate ideas clearly and respond thoughtfully in discussions? Do they approach challenges with innovative solutions and sound judgment? Are they flexible, welcoming new tasks and changes with enthusiasm? Can they motivate and guide colleagues to achieve shared objectives? Are they cooperative, promoting inclusivity and working well with diverse groups?

Many organizations have predefined core competencies in performance reviews or interview guidelines, which can be a great starting point.

 

6. Emphasize Equity, Diversity, and Inclusion

It’s natural to aim high, seeking candidates with the most experience and credentials. However, this can often exclude qualified individuals, particularly those from diverse or underrepresented groups, and discourage them from applying.

If diversity and inclusion are priorities for your organization, your job descriptions need to reflect that commitment. Even subtle word choices or phrasing can unintentionally skew your applicant pool.

 

7. Set the Bar with the Right Qualifications

Determine what is necessary for success in the role. For instance, if you’re hiring a marketing manager, focus on core requirements like experience in campaign management and data analysis rather than “nice-to-haves,” like proficiency in a specific niche software that can be learned on the job.

Look for candidates who bring valuable skills from different backgrounds. For example, if hiring a project manager, consider those with strong organizational and leadership abilities from various industries, not just those with direct experience in your field. This broadens your candidate pool and opens doors for upskilling or reskilling within your organization.

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8. Use Generative AI to Speed Up Job Description Writing

With tools like ChatGPT readily accessible and millions of employees leveraging Microsoft Copilot, it’s no wonder that talent leaders are eager to embrace this technology. 

Generative AI offers numerous benefits, such as saving time and ensuring consistency in your job descriptions. It can quickly produce drafts that you can then tailor to meet your specific needs, making the process more efficient.

However, it’s important to be aware of the potential for bias in AI-generated content. Generative AI relies on large language models that draw from existing phrases and data across the internet.  Since bias is prevalent in online spaces, there’s a risk that it can infiltrate AI-generated text, either overtly or subtly.

 

Attract and Onboard the Right Talent with the Leading Recruitment Agency in Toronto

Crafting compelling job descriptions is a vital step in attracting the right talent and fostering a more inclusive and efficient hiring process.

At TDS Personnel, we understand the intricacies of recruitment and are committed to helping organizations find the best talent. 

Our employment agency can help you attract qualified candidates well-aligned with your company’s values and goals. Contact us today to learn how our staffing agency can support your hiring needs and help you build a stronger, more inclusive workforce.