Attracting Top Talent - make Job Descriptions work

In today's job market, attracting top talent requires more than just listing responsibilities and qualifications in a job description. In this blog post, we'll explore the key elements of creating job descriptions that not only stand out but also entice top-tier candidates to apply.  To keep it nice and simple and easy to read, it’s been broken down into clear categories with some bullets.  

Know Your Ideal Candidate:

• Start the process by thinking of the ideal candidate, it could be someone who already shines in this role or it could be from an understanding of the skills needed. Define the skills, qualities, and experience required for success in the role.

• Tailor the job description to appeal to the aspirations and motivations of your ideal candidate - are you looking for someone who is going to stay in post, take ownership of the role and make it their own or are you looking for someone looking to learn and grow and elevate their career and need an organisation that can facilitate this is with fast-track programs and L&D support.

Highlight Company Culture:

• Describe your company culture and values, are you a blue-chip organisation with a focus on image and brand or is it an anti-corporate that values what people bring to the party?

• Showcase the unique aspects of your workplace to attract candidates who align with your organisation's ethos.

Engaging Job Titles:

• Craft job titles that accurately reflect the role and resonate with potential candidates.  If nobody knows what the Vice President of Scheduling, Consultant (for what?) or Conversation Manager actually do…then it’s not going to be easy to attract them.  Keep in mind that many candidates search for jobs on predetermined job titles so try to make it easy for your candidates to find your job.

• Use industry-standard terms but consider adding a creative touch to stand out (although not too creative, see above)...

Compelling Job Summary:

• Begin with a concise and engaging job summary.

• Clearly communicate the role's importance and its impact on the company's success.

Detailed Responsibilities:

• Clearly outline the day-to-day responsibilities of the role.

• Use action verbs to convey the dynamic nature of the position.

Qualifications and Requirements:

• Differentiate between "must-haves" and "nice-to-haves" in terms of skills and qualifications (do you really need someone to be educated to Masters level? Really?)

• Be transparent about expectations regarding education, experience, and certifications.  If it’s an early career then the need for relevant sector experience shouldn’t be there - look of interests, courses, qualifications or work experience or volunteering.

Unique Selling Points:

• Emphasise what makes your organisation stand out.

• Whether it's a commitment to work-life balance with remote/flexible working options, innovative projects, or a vibrant company culture, make it clear.  Free tea and coffee will not do the trick here.  There is always something you can use whether its a dynamic, innovative start-up or a rock solid, industry leader, each have a culture and offering which will appeal to different candidates.

Comprehensive Benefits Package:

• Lits the salary, understand what this role should pay, then list it. Be open and transparent from the get-go.  If you must have a range be sure to give a reason to justify that (although to be clear, the role is the role and should pay accordingly).

• Detail the benefits and perks your organisation offers.  Make sure these are actually perks and benefits and not statutory basics - it’s not a good idea to advertise that you believe giving employees their very basic entitlements are ‘perks’... 

Work Environment and Flexibility:

• Next to showing the salary (and sticking to it and not trying to low ball an offer later on) this is the biggee. Highlight your company's approach to work flexibility.  Quite simply the more flexible you can be, the bigger the talent pool.  There are exceptionally talented people with a wealth of experience and a skill set that could absolutely add value to your organisation.  However they have a chronic illness or are a carer for others or a parent struggling with childcare or any one of reasons which mean that remote and flexible working options will not only skyrocket your applications, your choice of candidates will be much greater.

Gender-Neutral Language:

• Stop moaning at the back.  This is important.  Ensure your job description uses inclusive language to attract a diverse pool of candidates.

• Avoid gendered terms and focus on skills and qualifications.

• You need to do this as gender specific language not only is discriminatory but also will not attract the candidate pool you need.  The idea of the JD is to let potential candidates know what the job is and give them an understanding of whether it is a fit for them - you want to make sure that everyone who potentially is right for your job gets to read the description at the very least.

Highlight Diversity and Inclusion Initiatives:

• Showcase your company's commitment to diversity and inclusion.  Then actually mean it too.

• Mention any specific initiatives or programs aimed at fostering an inclusive workplace to back up your DEI statement.

Personality in Job Descriptions:

• Inject some personality into your job descriptions.  It’s never a bad thing to let someone know that an actual human wrote the JD for other humans to read and also helps them better understand the culture and ethos. 

• Let your company's unique voice shine through to create a genuine connection with potential candidates.  The candidate journey starts with the JD so make sure this is aligned with the company branding, hiring experience and onboarding process.

Final rant…

Creating compelling job descriptions is not just about attracting candidates; it's about attracting the right candidates (it’s a big waste of time if you get loads of applicants but they aren't a good fit) and it’s the first chance your potential new employee will have of an interaction with you, so make sure it’s a good one. 

By understanding your audience, being clear and specific, showcasing growth opportunities, emphasising perks and benefits (remember real ones, not basic entitlements). Using inclusive language, and encouraging authenticity, you can elevate your job descriptions to a level that resonates with top-tier talent. Remember the way you present your job is often the first impression candidates have of your company – so make it a compelling one.

Oh and don’t forget to put in the salary and be honest about remote/hybrid options and if you really struggle, ask any of the Recruiters who are part of the Auxeris Network.

Nicky Webster-Hart, 2 mins