7 steps for writing compelling job descriptions that will ‘hook’ candidates quickly

Attracting the right talent is not an easy job. One very important aspect of generating interest in a role is the job description, which must clearly communicate what the role is about and how it will add value to a candidate.

It is an established fact that the average candidate spends approximately 14 seconds looking at a job description. This means that you have only 14 seconds to convince the candidate to apply for the job. The challenge lies in conveying vital aspects of the job role to the candidate in a short span of time. The task becomes more difficult because of the highly competitive marketplace. Hence, creating a compelling job description is imperative to attract the best talent.

Steps to create compelling job descriptions:

1. Have a catchy opener

The first part of the job description determines whether the candidate does or does not apply for the position. Hence, you must focus on creating an enticing opening line. The line must be interesting and create intrigue. A touch of humour in the opening line is generally attractive.

2. Make the JD candidate-focused:

A job description essentially conveys what the job role is all about. However, to get the candidate interested, the job description must also include what the candidate stands to gain by taking on the role in your organisation. Make sure that the description indicates information about growth opportunities for the candidate, perks of the job, etc.

3. Indicate the reporting structure and where the role fits

A good job description includes the reporting structure in the organisation and where the role fits in this structure. This will give clarity to the candidate regarding his fit and the hierarchy.

4. Talk about your company culture

Most organisations focus on highlighting the skillsets and experience required for a particular job role. While these details are mandatory, you must also highlight your company culture in the job description. This will help the candidate assess whether he or she will align with the culture. It will become easier to decide whether or not to apply for the job.

5. Share real-life stories of current employees

It is a good idea to share stories about your current employees. Candidates can relate to these stories and get a clear picture of what it is like to work in the company.

6. Ensure that the text used is not biased

The text for the job description must be carefully created. It is recommended that you avoid jargon and buzzwords in the text.

There is a tendency to create job descriptions that are biased toward males. Such JDs generally put off women candidates. It is a good idea to create inclusive content. Words like collective and supportive, etc. work well with most candidates.

7. Ask current employees to review the JD and share feedback

Once the complete job description is drafted, ask the employees in your organisation to review it. Employees can assess whether the description clearly conveys what the brand is about and indicates the details of the job role. Based on their feedback, you can tweak the draft to enhance the description.

A professional recruitment company has the expertise to create compelling job descriptions for different roles. Careernet is a leading recruitment agency that helps you hire the best candidates by offering a host of reliable recruitment services.

In conclusion

A job description is the first thing that you communicate to a candidate about a vacancy. Dull and lacklustre job descriptions will not land you the right candidates. It is time to put on your thinking hats and create compelling job descriptions that will attract the best candidates to your organisation.