Hiring is an expensive process. It takes time and money to recruit, hire, and onboard new people. It’s thus critical to invest as much of those resources as possible on the right recruits — and that starts with writing a compelling job description that attracts suitable candidates.
Think about what you need in the short and long term
You can’t write the right job description without first identifying exactly what kind of role you’re looking to fill. Ideally, you should be looking for people with high enthusiasm and potential for growth within your company. However, at times you will need to bring in an expert to solve an urgent problem. “The tradeoff is that they will quickly move on…and you will need to hire again, hopefully for a longer tenure,” writes Whitney Johnson, CEO of Disruption Advisors, in an article for the Harvard Business Review.
Before creating the job description, determine whether a short- or long-term hire will best benefit the company. “It may be more appropriate to contract a gig worker to solve the problem and hire an employee for long-term growth,” Johnson advises.
Check for limiting language
Language is often filled with unconscious biases. The kind of language used in the job description may inadvertently turn away men, women, minorities, or even certain age groups. “Some companies, for example, advertise that they’re looking for candidates who are ‘ready to hit the ground running,’” says content strategist Kate Reilly in an article for Linkedin. “But when you test that language, you discover that ‘ready to hit the ground running’ is extremely male-oriented, likely turning off many women automatically.” The type of language you use needs to match the type of job you are looking to fill. For example, if you are looking to hire entry-level workers, using the word “experienced” can discourage most of your target audience from the onset.
Ask employees and candidates for feedback
To attract the right candidates, your job description should be as authentic as possible. One of the best ways to assess that authenticity is to consult existing employees. “People already in the job are the best source of truth,” Reilly says. “They’ll know what rings true in your job posting — and what doesn’t.” The job candidates themselves can provide valuable information in this regard. You can survey candidates after they apply or embed questions about the job description directly into the application.
Emphasize values
Good candidates have the skills or potential to develop the skills your company needs — but the best candidates are those who have the right skills and whose values align with those of your company. “People want to contribute, to feel energized and passionate about what they do,” Johnson says. She explains job descriptions should convey that your company is offering, “quality opportunities for meaningful work, personal growth, and impact.” Even if a job is simple, people want to feel like what they are doing matters in some way. Using value-oriented language instead of focusing on specific skills can help you attract candidates whose attitudes and culture match that of your company.
Getting the job description right will save time and money you would waste on screening low-quality candidates, while also attracting more high-quality candidates. By identifying your company’s needs, screening for unconscious bias that would accidentally turn away potential candidates, obtaining feedback from existing employees to assess authenticity, and emphasizing values that matter to your company, you will be well on your way to writing great job descriptions — regardless of the job itself.