Writing A Job Description – Inviting and Accurate

March 3rd, 2014

One of the most unenviable tasks of human resource managers is describing the job to prospective applicants. This is especially true if the job is being posted on social media websites. Some HR managers tend to be too creative, so much so, that the real intent is lost leaving the prospective hire confused. Sticking to standard descriptions without being too harsh on demands will certainly ignite interest in readers.

Yet another advantage to using standard words and phrases is that they make the description search engine friendly and therefore are more likely to be ranked on the top. The trick is to use words that are commonly used by job searchers.

1.  Stay with Standard Job Titles

Here are some common job title descriptions you can replace with standard ones: Replace Office Ninja with Administrative Help or Assistant, Deal-maker King with Regional Director for Sales, Magical Man with Human Resource Manager and Brand Trumpet with Social Media Specialists and so on.

2.  Give the Description a Conversational Tone

Generally it is better to keep descriptions at a conversational level though you may be advertising the job on many different media – social or print media for example. It is best not to use jargon. You can avoid using phrases like Job Overview, Job Requirement or demonstrate for example. Instead you can try to use words like “Why not join us?” or “Here is what you will be doing” or “Will be in charge of” and so on. These words will make your description more conversational and is more like to attract attention and response.

3.  Promote your Organization’s Brand Value

Though good salary and perks will attract many talents toward your organization, they are not the only incentives for prospective hires. Candidates like to be associated with well-known brands and if your business owns a popular brand, you can leverage the goodwill it enjoys in the marketplace.

Describe your company vividly but avoid saying things like when it was founded or how the business grew. Instead you can tell the prospective applicant what your organization’s endeavors are and where the business will be heading in couple years from now. This will help the candidate to visualize his participation in the process and how he or she will be able to contribute to the company’s growth.

4.  Tell the Candidate How they can make an Impact

Most candidates will want to know their working environment. If the position gives control over a large workforce, now is the time to tell them in very clear terms without mincing words. If for example the candidate will be controlling a big team or will be responsible for multiplying sales, you can tell that clearly. Say that they candidate will be responsible for multiplying sales upward of 10%, for example.

5.  Make your Descriptions Mobile Friendly

Little we need to remind HR Managers that the percentage of people who use mobile devices and phones is on the rise. If you are using social media websites for attracting talents, chances are your target audience is using it to read your message. It is therefore imperative to make your descriptions friendly toward mobile phones usage.

The Symicor Group stands ready to help in your recruiting needs.  We can help you write job descriptions, assess talent, formulate HR staffing models, develop compensation programs, and most essential, fill important senior level bank vacancies.  For more information give our office a call at (847) 325-5457.