Now that society has moved to the wide world of the internet rather than the local newspaper for their career, their choices are limitless. You may have a larger pool of potential candidates to choose from, but they also have a large pool of companies looking for them as well. Your job description is the first impression you’re making on your next potential employee, so you want to stand out and make them aware of your brand and company values. We have gathered a list of 5 pet-peeves job seekers have when looking through a job description.
1. Job Seekers want job titles that are worth something on their future resume.
Companies lately are trying to spice up the English language by modifying job titles to reflect a laidback culture. However, job seekers didn’t spend years and thousands of dollars in school to receive a fluffy title, they want something descriptive and responsible sounding. Job seekers want to have a title that is respected so calling them “guru” or “superstar.” Always use something that can help with their own personal SEO in future job searches and career development like “executive,” “specialist,” or “strategist.”
2. Extensive Requirements Deter those who have potential
Sometimes we are looking for someone who is an expert in their field, but often there are many qualified candidates who are willing to learn and can easily adopt the skills you are looking for – and chances are they will do it cheaper than someone who already has these skills.
Try laying down your top 5 proficiencies or skills needed for the job and leave flexibility for the rest. It can really push candidates away when job requirements are very specific because everyone’s experience differs based on the companies they have worked for in the past. You can’t expect everyone to tailor fit the position right out of the gate.
3. State your salary budget
Candidates want to know that there is a budget for their position rather than having a salary made up by a judgment of past experience. When a job seeker is looking at a job description, they don’t want to waste their time or yours if the salary is not enough for them. They want to earn an honest living, so ensure you are valuing their position at a competitive rate to their previous employer. Giving a number rather than asking them for a number can set expectations for them and can show them how serious you are about hiring the right person for this job.
4. Explain your culture
Job seekers are often looking for a job they enjoy working up for in the morning. So what makes your company so great. Your job description should show your company’s personality, what it can offer someone beyond a salary. What types of social events do you hold, are you a free-spirited company or are you a corporate ad-hoc culture? What sort of benefits or compensations or vacation packages do you offer your employees? Just as much as a job seeker needs to sell themselves you also need to sell the company to them first. What makes you the best company to work for.
5. Know your audience
Your job description should cater to the person you are hiring for while also keeping your own company tone. For example, if you are hiring for a creative you don’t want to have a bland checklist with no creativity in sight. If you’re hiring a business executive, bring up revenue, competitors, and what potential your company has with their help. Everyone wants to feel like they fit in, so the more open your company culture is, the tone can become more relaxed which ends up welcoming more people to apply for your position.
The job description is used to attract candidates to your company, but for a long time, it was looked at it in the way of a means to find the job seeker. If you build your job description as a way to bring more leads to your company, you are ahead of your competition. Consider the job seeker and what they want to see from you, and you will be able to have a large pool of candidates to help you figure out exactly what you need from your next hire.