Are Your Poorly Written Job Descriptions Causing You To Lose Great Candidates?

High unemployment creates opportunity for employers. With a large, ready pool of candidates, all that’s needed to attract a bevy of qualified applicants is to post a notice, right?

Wrong. The job description is your best tool for finding the right candidate for the position. A well-crafted job description can save you from wasting time on candidates who are wrong for the job. It serves as the first step toward hiring not only a good candidate but a good employee—because the job responsibilities are clear from the start.

A poorly-crafted job description, on the other hand, may cast far too wide a net, catching everything from swordfish to shrimp—or, possibly, no fish at all. And it might just scare away the very person you want to attract.

Job-seekers, just like employers, value their time. They don’t want to waste it applying for a job that’s not a good fit. A confusing job description—one, for instance, for a CIO position that requires only a high school diploma and two years’ experience—will cause them to move on to the next notice. Similarly, a job that seems to require too much experience to fit the job title and pay scale will draw few applicants.

And with many job-seekers conducting their search entirely online, if your description does not include the right tags and keywords, it may not even be seen by all the right candidates.

Even if the right person walks through the door, if your HR department or recruiter does not understand the position correctly, he or she may screen out good candidates. This is a particularly common danger at a time when cuts have left HR departments sometimes overburdened and overwhelmed.

Here are a few tips for ensuring that your job descriptions do they job they are meant to do: that is, accurately describe the job and attract highly qualified applicants.

Make sure your job description is written by someone who knows the job. That person should spend a few hours investigating how the job has been carried out in the past, and how it could be improved in the future, then write a concise and specific (but not granular) list of responsibilities.

Keep job descriptions up to date. In today’s environment, the tasks associated with a given job can change in a matter of months. Last year’s job description is very likely to be unsuitable. Review and revise them frequently.

Optimize your job description for the web. Imagine you are the ideal candidate for the position. What search terms would you use to find your perfect job description? Make sure you include those terms in your text.

And if you’re not getting the desired response to your listings, review and revise your job description as needed. The perfect candidate might just be a few words away.

When you’re looking for the best people to bring your company’s performance to the next level, look to the staffing experts. Give Professional Staffing Group a call.

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