For many recruiters, the process of sourcing candidates often begins with posting an open position and then tediously sifting through the flood of applicants that follow suit. While attracting a high-volume of candidates is a good sign, it doesn’t always mean each applicant will be up to par.

From the polished visuals of your career page to the intricate details and culture-centric benefits, the way your job description is packaged and published will directly impact the quality of candidate that will take the time to apply to your jobs.

Find out how taking the time to craft a more effective job description could make the difference between attracting a high-volume of resumes to attracting more high-quality candidates.

Call It Like It Is

When you consider that companies now treat “office culture” as a buzzword, anything that creates distance from the corporate atmosphere is popular. Instead of ‘specialists’ and ‘strategists’ in the job title, potential applicants are being dubbed ‘rockstars’ and ‘ninjas.’

This strategy gives people something different to click on, possibly generating more visibility on the job description itself. However, many of these ‘superstar’ jobs are have the same boilerplate description with a flashy title, which can be a turn off to potential applicants.  If the role and your company’s established culture do not match the sizzle of your pitch, then you run the risk of deterring through disappointment. 

It’s also worth mentioning that failing to simply label a position as it’s commonly understood can lead you to potentially miss out on those searching based on opportunities they know they’re both interested in and qualified for.

Be True to Your Brand Voice

Opting for an “average” job title doesn’t mean the overall tone of your job description has to follow suit. Use your company’s personal brand voice to help influence the way you write a job description. It’s still a form of marketing—only focused on attracting talented candidates rather than customers.

Pinterest is one example of a company that’s used brand voice to steer the writing style of their open positions. Holding true to a mission centered on inspiration and feeding one’s passion, they appeal to personality and perceived interests based on the job type.

Maintain Reasonable Expectations

There’s something to be said for the experience over education argument. It’s becoming more common for employers to ditch degree requirements for years of experience. Considering the number of resources outside of the classroom allowing people to obtain the skills they need in the job market, you might not want to limit yourself to certain degree requirements.

In short: do your research. You don’t want to turn potentially-qualified candidates away because your list of requirements is too lengthy or too narrow. Remain realistic about what someone would truly need to excel in the position and leave it at that.

Strike a Balance Between Detail and Brevity

You only have so much time when appealing to a job seeker’s desire to apply—and you have even less time when targeting high-quality candidates that possibly weren’t even looking for something new in the first place.

For this reason, it’s important to provide the most relevant information in a clear and concise way. Extreme detail is what the interview process is for.

Aside from a list of the right responsibilities (give ownership to the hiring manager to clarify exactly what those are), it’s also worth including the following information in your job description:

  • Salary requirements help weed out those unqualified or uninterested applicants from the start.
  • Technical skills and/or familiarity with specific third-party services may be necessary to succeed in the position.
  • Team members they’ll interact with is not an item that should require too much detail, but giving a person a high-level overview of who they might report to and the team they’ll be on can aid candidates in research of a position.

Writing the right job description takes time, but if it’s done well, it may just net you the next great hire for your organization. But keep in mind that job postings typically target active job seekers, and you may come to find that those candidates are active for a reason.  

Predictable Source can help you drive qualified passive candidates to your open jobs by leveraging advanced sourcing methodologies and multi-channel nurture campaigns. Just imagine, having your picture-perfect job description in front of hundreds of candidates that never visit a job board.  That’s the power of what we do. Connect with us to schedule a demo today.