Nine tips for crafting a killer job description
The bad news: 99% of job descriptions are painfully long and boring.
The good news: 99% of job descriptions are painfully long and boring.
Few charities invest in crafting quality job descriptions. And they’re missing out on quality candidates as a result.
With this in mind, here are nine tips to make your job descriptions sparkle:
1. Keep the job title simple
If you’re having trouble recruiting a ‘Major Giving Guru’, there’s a reason.
Creative, witty, or quirky job titles are great for showing off your personality. But your job description isn’t the place to do it.
Jobseekers search for job titles they’re qualified for. If yours is unclear, non-descriptive, or too wacky, you risk alienating great candidates.
2. Avoid superlatives and extreme adjectives
Avoid using phrases like ‘best of the best,’ ‘ world-class’, or ‘perfectionist’. This will alienate people who have been brought up not to ‘blow their own trumpet.’ You also run the risk of turning off qualified workers who don’t identify with the terms.
3. Describe ‘a day in the life’ on the job
While a bullet point list of responsibilities is fine, a ‘day in the life’ paints a richer picture. It’ll enable you to inject a bit of personality into the content and bring the role to life.
This description of a Community Specialist from Meetup is a great example:
4. Trim the job requirements
Sure, it would be great if the candidate had a minimum of 5 years of experience, but is it a deal breaker?
A lot of job seekers won’t apply for a role unless they meet every single requirement. If you’re too specific, you could miss out on top talent.
Summarise the most important skills/qualifications in 4-5 bullet points.
5. Make it skimmable
Lengthy, dull, difficult-to-read, or overly complicated job descriptions will turn candidates off. Embrace short paragraphs, bullet points, and headers, so applicants can see at a glance if they’re qualified for the position.
6. Address candidates directly
Adding a bit of personality to your ads will keep readers on the page. Rather than talking in the third person, talk to candidates directly.
Replace ‘the ideal candidate’ with ‘you’ and ‘essential requirements’ with ‘you’re good at…’
If your job description is stuffy or lacking in energy, you’ll receive lackluster applications.
7. Get input from your current employees
Job descriptions tend to sit in a drawer in the HR department gathering dust. When a job becomes vacant, they’re whipped out and reused - often without being updated.
If you’re guilty of this, you aren’t doing yourself any favours. After all, jobs evolve over time. If you don’t take the time to review and amend your job descriptions, they won't reflect the skills and experience needed at that time.
It’s good practice to involve your current employees in the review process. After all, knowing what they need and the type of candidate that will be a cultural fit is crucial for long-term success.
8. The devil is in the detail
Just as you judge candidates’ on their CVs, they judge you on your job descriptions. So, spell-check, grammar check, and proofread them.
Then, go back and do it again.
9. Be innovative
Job seekers spend a lot of time poring over job descriptions. If you add a creative or innovative touch, you may catch their eye and hold their interest.
Why not incorporate a video of the hiring manager talking about the role, and explaining why they love working at the charity?
We can help
Nail the job description and you’ll attract top candidates and speed up the recruitment. It’s a win-win.
If you’re struggling, our employer brand specialists can help you market your role the right way. Give us a call on 0203 750 3111 to find out how.