In the world of recruitment and HR, innovation has flourished, but one aspect has surprisingly remained stagnant – “the development of an effective job description”.

Even in this era of technological advancement, job postings still resemble those from the 1990s. According to the founder of Amplify Lars Schmidt:

“Job postings are one of the least evolved tools in recruiting.”

Therefore, to attract top-tier candidates and stand out in the market, you must make effective job descriptions.

Today, Mehan brings the exciting eight practical tips to revitalize your JDs and win the talent war.

Let’s Make Effective Job Descriptions For Your Company!

1. Make your opener more about the candidate

Candidates are usually inundated with job postings. To make yours stand out, your opener must captivate within seconds. Begin by addressing the candidates directly, instead of using impersonal statements like “The ideal candidate will…”, etc. use personalized statements like “you will be responsible for…”

Job seekers pay attention to the introduction more than other sections. We also know that they decide in the first 14 seconds whether to keep reading. Therefore, make the opener catchy for an effective job description.

2. Link to your Mission

Nowadays, job candidates are selective when it comes to choosing a workspace. Highlight and lead with your company’s purpose to attract job searchers and inspire them with your mission. This is an effective job description strategy that high-growth corporations use.

By passionately showcasing your mission to the public eye, you create a call to action (CTA) for job candidates who resonate with your cause.

3. Introduce creative headers

Avoid putting up overly flashy job titles like “marketing ninja” as it can leave an unprofessional impact. Mehan suggests using ‘’creative’’ and ‘’direct’’ headers that provoke candidate’s curiosity. You can go about using headings like “What’s Cool About This Job” or ‘’What’s In It for You’’, etc. Instead of employing the usual corporate blurbs, try piquing candidates’ interest like this.

4. Load it with Facts and Data

To make effective job descriptions, you should load your JDs with key information about the company precisely. This will help candidates decide whether to continue reading.

Consider using “tl;dr” (Too long; didn’t read) sections to provide a quick summary where everything is stated and listed as figures. You can add bullets like founding year, employee count, location, funding, and more to give a quick snapshot.

5. Use Multimedia to make it more engaging

Incorporate multimedia elements like video, audio, and other interactive content to bring the job role to life. This will not just enable the candidates to visualise the role, but provide them with a glimpse of the working environment, and they will also get to hear the hiring manager’s voice.

For effective job descriptions, multimedia is a good alternative. It appeals to multiple senses at once, making the content engaging and easy to retain.

While creating video content may take up additional time and effort, it may prove valuable for certain high-profile or high-volume job positions with large applicant pools.

6. Ask existing employees for feedback   

Seek input from current employees to refine your job descriptions from time to time. They possess valuable insights and know what strikes a chord in your job posting — and what doesn’t. They can guide you on what to amplify and what to tone down, or what may be missing altogether. Consider involving candidates in the feedback process as well to gain an external perspective on the matter.

Remember the more effective job descriptions are, the better chances you have of getting the right people to apply.

7. Prioritize skills over degrees

Skills-based hiring commences from the job description. Value skills and results over rigid figures like years of experience, specific degrees, certifications, training, etc. Being too stringent in your qualifications can push away quality candidates. For instance, an applicant with a learner mindset and only two years’ experience may be a better fit than someone who’s less eager and has four years’ of experience.

In this spirit, be selective and carefully shortlist your must-haves to make effective job descriptions. If you put in too many non-negotiables, it will become difficult for the candidate to self-assess whether he/she should apply for the post or not.

Also, clearly define the roadmap to success within the role over a span of one or two years at least. Point out the growth opportunities and candidate’s expected career progression.

Final Thoughts

Revamping your writing structure, tone of voice, and engagement techniques will help in designing effective job descriptions. Although it requires some time and effort, the investment eventually pays off. It helps save time in the recruitment process and enhances the overall candidate experience.
According to Mehan, these seven tips will help promote your brand impression in the market, and the JD’s will set the stage for a successful recruitment process ahead.