Preparing an Attractive Job Description

Preparing an Attractive Job Description
When preparing your job description, do you just copy and paste one template into another, or can you spend some time promoting the position you want to fill? Retaining the best talent is an increasing challenge and companies are seeking new ways to construct momentum and attract candidates. More creative, conversational and unconventional approaches to job description give better quality candidates and more great success in filling emerging vacancies. So what should a job description contain?

Job description, as an example in case of IT positions

First: basic information

Basic information about the position is essential both for people from personnel management departments, plus for people applying for a position within a given position. Supplying basic data will display the affect of position on organizational structure.

The main data on position should contain information such as its full name, aim for position, working conditions, place of work and grade in organization. It's necessary that this information is supplied in a easy manner, so that it dose not raise any doubts, both on part of HR and another employees and candidates for position. In the case of IT positions, it is good to have clear information whether it is the front end or back end.

Second: experience and qualifications required

Professional experience and qualifications needed to work in position should be recognized to applicants in recruitment process and current employees. It is on basis of qualifications and experience that the candidates determine whether they meet the employer's requirements, and employer may choose applicants. The description of experience and qualifications essential to work in a given position is also key to planning a career and development path in organization by current employees.

Between the qualifications to be defined in job description, there should be elements such as needed education, knowledge of foreign languages, skills, finished courses or indicated length of service in a similar position.

Third: powers

Each employed employee should have clearly defined rights and extra authorizations. Thanks to this, the person working in position can be certain what he has the right to and what he's personally responsible for.

Authorizations at the workplace may contain, the right to issue decisions on behalf of organization, administer its finances and signal documents on its behalf.

Fourth: tasks and competences

At this point, it's essential to clearly define what the employer expects from the person employed in indicated position - after all, every applicant or employee wants to realize what tasks his work involves.

Therefore, the employer should define what the employee is responsible for to his superiors, and what all the tasks and duties that the employee has to perform during the employment relationship in position are. Determining the scope of competences is crucial for both the employer and employee - the supervisor knows on what basis he evaluates the charge and can determine whether he's fulfilling his duties, while the employed person may refer to document when the tasks ordered by the superior go beyond the scope activities identified in job description.

Fifth: brevity and concreteness

Cut out the general stuff, be critical, and inquire yourself what is really necessary. Define your needs, put everything on paper and shave them down to most necessary competences and tasks set for candidate. Try to challenge a typical description and 'cut off general descriptions, be critical and inquire yourself what is really important.'

Consider your list of 4-5 competencies, 4-5 needed expectations and make a commitment to them. As you may be tempted to add lines like 'detail oriented' or 'adaptability to change, ' be careful that such general points do not really set candidates apart or have any real impact on your message.

Organizations are also becoming more open to display earnings directly in job advertisement. Doing so creates a balance among employers and applicants, alleviating the stress of having a frightening talk about pay. While employers may lose an edge in discussion utilizing this method, they also prevent wasting the time of a candidate who may apply for a job below the salary amount. An attractive job description is a key element of success, which is also rewarded by Google for Jobs, which indexes such a job advertisement higher.

Job descriptions as a marketing element

The classic job description is no more long sufficient. Instead, organizations need to enhance their ad game and consider their job descriptions and job performance as advertising content. Such a description should be branded, catchy and engaging enough to make someone want to move away from their current employer to a new one.

For example, Monster discovered a new way to interact with a candidate by developing a program that permits people to embed videos directly into job descriptions Skill Scout can also help organizations tell their stories across a platform that allows companies to create their own videos that can be utilized in job descriptions. All of these organizations utilize human nature as video ad job descriptions are viewed 46 percent more than written job descriptions, and jobs receive 36 percent more crawl when accompanied by video.

What can be considered:

- Prepare a 30-second video on why a potential candidate should join your team

- Share stories about former employees in comparable roles and about the growth of their salary and competency levels

- Contain LinkedIn profiles / communities for this team

- Upload videos or photos from the workplace

- Upload infographics and another visual media to showcase the uniqueness of this job offer

- Create job description text more dynamically by adding hyperlinks to more articles 'mediawards, employee blogs, multimedia, business social links, etc.'

The common job responsibilities are no longer adequate in today's marketplace, and organizations will have to think cheaply about how to interact and participate in talent development process. Allow them realize what really awaits them as a new employee and do not be afraid to allow your true colors shine Also remember about your privacy and cookie policy on your career page.

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