Looking for Better Applicants?

Write a better job description.

Write a better job description.

If you’re having trouble recruiting the right talent, the problem may not be with the applicant pool or job itself, but with the job descriptions you’re posting. As the economy improves and unemployment figures shrink, competition for top candidates is heating up. Just as homeowners have to work harder to sell their homes in a buyers’ market, employers need to sell their companies more strategically to attract the best workers in a job seekers’ market.

You also should re-examine what you’re looking for in a candidate and make job descriptions more accurate. To target and attract the most qualified candidates, craft your next round of job postings only after you answer these questions:

  • Why would someone want to work here? Every employer promises a paycheck, so you’ll need to get more specific about why someone would want to work for you. Is your company growing or offering opportunities for advancement? Do you have a terrific benefits plan? Is the work environment challenging? Is it collaborative? If you’re not sure what to highlight, ask your best employees what attracted them to the company and why they’ve stayed.
  • What do you want from an employee? Think beyond the abilities needed to perform a job to the characteristics needed to perform it well. Do you want someone who takes initiative? Is creative? Solves problems? Consider an applicant’s work history, but remember: If your job requirements focus heavily on a minimum number of years in the field, candidates who have great skill sets but don’t meet your years-of-experience threshold won’t apply. Someone with the right skills and attitude can learn a job, but mediocre employees will never give you great performance, no matter how much experience they have.
  • What do potential candidates need to know about the job? Selective job seekers want to know as much as possible about a position before investing time and energy into applying. So make each job description specific. Be clear about what the position entails, the scope of its responsibilities and where it fits within the organization. Details about day-to-day duties and salary range can attract qualified candidates and narrow the field of interested applicants. Don’t worry about word count. According to Recruiterbox.com, thorough job postings have between 700 and 2,000 words.[1] Longer, more thorough descriptions will weed out the unexceptional and engage the cream of the crop.

When you look at the time you spend creating job postings as a wise investment in your workforce, you will be rewarded with a quality round of applicants.

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  1. http://recruiterbox.com/blog/how-to-write-good-job-descriptions/

The article(s) you are reading were prepared for general information purposes by Manifest, LLC. These articles are for general information purposes only and are not intended to provide legal, tax, accounting or financial advice. PNC urges its customers to do independent research and to consult with financial and legal professionals before making any financial decisions. These articles may provide reference to Internet sites as a convenience to our readers. While PNC endeavors to provide resources that are reputable and safe, we cannot be held responsible for the information, products, or services obtained on such sites and will not be liable for any damages arising from your access to such sites. The content, accuracy, opinions expressed, and links provided by these resources are not investigated, verified, monitored or endorsed by PNC.