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Recruit Smarter 2012: Create a more compelling job description

Comments Off on Recruit Smarter 2012: Create a more compelling job descriptionWritten on January 2nd, 2012 by
Categories: Corporate Recruiters, Human Resources
Connect with better candidates in 2012.  http://www.RecruitAlliance.comWith the new year upon us, it's time for HR to dig their heels in and begin filling some open positions. Take a deep breath, pat yourself on the back for expanding in this tough economy, and get to work on a job description. It's the single step that begins the process – and makes it simpler, from start to finish. Planning out what to include in your job description is not just attached to recruiting the right candidates for the role; it's literally part of a larger corporate strategy that ties the new hire into the company's future revenue production goals.

Recruit smarter tip: Click here to learn how your organization can reduce third-party recruitment costs, and fill positions faster than in 2011.

Here are five tips to empower employers to formulate more engaging and effective job descriptions:

1. Include the nine essential details within the job description.
  • Job title and summary: define the position, write a brief description of the purpose and an overview of the position's main responsibilities. One to three sentences should suffice.
  • Key responsibilities: list between five and 10 responsibilities, and be transparent about how frequently a task will be performed.
  • Supervisor and department.
  • Qualifications and skills: include skills, years of experience, certifications, licenses, education level and necessary technical proficiencies.
  • Company overview.
  • Location and percentage of travel (if applicable).
  • Employment type: part-time, full-time, paid internship, unpaid internship, Per Diem, etc.
  • Salary range/benefits.
  • Contact information (when applicable).

  • 2. Embody your organization's culture. The goal is to attract people who are right for the position and the company. When putting the job description together, choose a writing style and words that match your company's values.

    3. Use direct language. Organize job responsibilities by hours or percentage of time spent on each. Avoid fuzzy descriptors, such as "often" or "sometimes" when distinguishing duties.

    4. Be very specific in your job description. Poorly written employee job descriptions add to workplace confusion, hurt communication, and make people feel as if they don't know what is expected from them. Your well-crafted, position narrative must clearly identify and spell out the responsibilities of a specific job, or risk potential problems down the road.

    5. Bullet points are your friend. A job description should provide clear and succinct details that will both entice potential employees and provide them with a fair picture of what the job entails and how they can be successful if they are hired. The most straightforward method to use for formulating job descriptions is a bullet point format.

    Recruit Smarter tip: Click here to easily manage candidate referrals and job orders.

    A job description is a basic HR management tool that can help to increase individual and organizational effectiveness. Begin 2012, by creating a more compelling job description; assisting in the development of successful recruitment campaigns that clearly articulates the duties to be performed, qualifications required by the organization, and how the position contributes to the mission, goals and objectives.

    In part 2 of the Recruit Smarter 2012 series, we'll cover emerging trends in working with third-party recruiters, and more effective ways to manage your recruiting vendors.

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