Part of hiring the right job candidate is attracting the right job candidate, and that comes with writing a job description that stands out. It’s easy for a job description to get lost in the shuffle if it looks like every other job post out there. Want to see more engagement with the job descriptions you put out there? Try adding these 6 tactics into the mix.
Choose Job Title Carefully
Start at square one. The first thing that grabs a person’s attention when searching for a job is the job title. Stay away from catchy titles that include words like “rockstar” or “guru.” When someone is looking for a job, they aren’t primarily using words like this when conducting their search. More often, a candidate will search for specific positions that fit the experience or skills they have. Being unique might bring character to your job title, but it’s not essentially the best way to optimize a job seeker’s internet search.
Write an Engaging Overview
You’ve gotten them to the job post, and the first thing they see following the job title is the job overview. Think of this as the elevator pitch for your open position. Make it concise and inviting, explaining the main job functions and the value a position like that would bring someone who took it. The overview only needs to be a couple of sentences long, so don’t over-do it.
Create a Sense of Urgency
This tactic is Marketing 101. Make job candidates think there’s an immediate need to fill the job even if that’s not the case. Have you ever received an email with a subject line that mentioned a specific countdown to a sale or offer? 24 hours left to save 10% off. If you have any interest in the person or brand sending the email, you’re going to want to open it quickly instead of putting it off for later because of the urgency associated with it. One way to include this in a job post is by adding a specific start date.
Avoid Limiting and Over-The-Top Language
Any words that can be associated with gender bias should not be included. According to a study in the Journal of Personality and Social Psychology, certain terms used in a job listing can attract more men over women, no matter how subtle they might seem. Why limit your talent pool and possibly shutout qualified candidates? Similar to the job title, it’s important in the actual body of the job description that you don’t use extreme descriptors. For example, “world-class,” “ninjas,” “top-notch,” these can all be a little too much and disinteresting to those who aren’t keen on tooting their own horn.
Give a Taste of the Culture
Incorporating culture is what will truly make your brand, and job description, its own. For job candidates, a company’s core values and culture can be just as influential as the actual job responsibilities when it comes to engaging a candidate. Having a great job at a good company is one thing, but have a great job at a company where a candidate feels like they truly fit is what every job seeker wants. Chances are the job title itself is something a job candidate can find in many places, but the culture you promote can only be found at your company, nowhere else.
Have you used any of these tactics when writing a job description? If not, what are some of your tips for writing a job description that truly allows your job post to standout? Join the conversation on LinkedIn and check out How to Get the Most Out of a Remote Interview.