The job description – a candidate’s initial introduction to what you’d like him or her to do on the job, and what the individual will need to do to get that job. However, if it isn’t well-thought out, exact in it’s wording and up-to-date, it may not attract the sort of talent you’re looking for.
Recruiters aren’t scouring their talent networks for just anyone, they want the best of the best. But, without an optimal job description, the chance of finding a perfect fit isn’t very good. An influx of unqualified applicants will waste your time, and possibly prevent you from finding the best fit for the company and department.
“All things change, including the demands of certain jobs.”
However, all of the time, hiring managers and recruiters make simple mistakes on their job descriptions that open the door to these bad fits. Spending time on getting it right at the beginning will help save time later on, when applications are coming in and interviews are being scheduled. Read the list below for summaries of the three most common job description mistakes, so that you can avoid them:
1. Recycling job descriptions
Saving time is important, and this may lead some recruiters to cut corners by using old job descriptions during recruiting periods. However, this can actually turn out to be a waste of time if the description is inaccurate, and, as a result, catches the attention of unqualified candidates rather than the finance professionals you’re looking for. All things change, including the demands of certain jobs. For example, compliance jobs these days are much different than they were five years ago. When it comes to your job descriptions, you’ll have to stop living in the past if you want the best fit for the present.
2. Not offering job candidates anything
Some job descriptions are all about what the company is looking for from potential hires. They don’t go into any detail about how the position can help people achieve their personal goals. A job description that hints at all take and no give isn’t very attractive to job seekers. Instead, include examples of how the position may appeal to certain individuals’ motivations and desires. Let them know that the company wants to give to its employees just as much as it wants them to offer up their hard work.
3. Failing to strike the balance
Job descriptions can be too accurate or too vague, too long or too short, and oftentimes, hiring managers and recruiters have trouble striking a perfect balance. For example, someone will use overly technical characterizations that don’t help anyone at all understand what the actual requirements of the job are. Use simple language that, while clear in what it is asking, isn’t peppered with the sort of terms that people may not be aware of.
“Descriptions can be too accurate or too vague, too long or too short.”
Also important, in terms of striking the right balance, is length. It is important to hit on a Goldilocks length, so to speak. Not too long, not too short – just where it needs to be. Make sure to include sufficient detail, as well as important components of any job description: The title; a company overview; tasks and responsibilities; mandatory skills, experience and education; and a call to action.
A job description advertises what your company is all about – except when it doesn’t. To remedy an inaccurate or outdated job description, use the tips above. That way applicants will be qualified, and you’ll be well on your way to finding a great fit!