How do you know if your job description could use some work? If you’re getting the wrong kind of applicants, or none of the candidates are working out for you, you may want to re-evaluate how you put together your job description.
Your job description sucks if…
It doesn’t get in front of the right candidate
If you’re constantly getting applicants who are a bad fit, who don’t meet your requirements, or who can’t do the job well, your job description probably sucks. Your job description won’t carry any weight if it isn’t written to get in front of the right candidate, so pay attention to the key words you use and where you post it. Treat your ideal candidate like your target audience and research where they hang out (where they find jobs), and what language appeals to them.
It doesn’t explain the job
If your job description is vague or misleading, you’ll either confuse your applicants or get the wrong kind of applicants. Your job description needs to clearly detail the job and requirements for it. If someone can’t tell whether they would be a good fit or not from your job description, you need to rework it so that it’ll stand out to your ideal candidate.
It’s all about you
Hiring is a two-way street. If you make your job description all about your company and needs, you could turn away candidates who are also after personal growth (which are the ones you want!). Highlight the benefits of the job for the employee, such as paid vacation, learning and development opportunities, and other perks you offer to incentivize people to apply (and stay).
It’s too demanding
Don’t intimidate great applicants by listing your “nice-to-haves” as “must-haves.” A perfectly good candidate might get discouraged from applying do to your unrealistic expectations, and then you would have missed out on a perfectly good fit.
How do you determine what a good, bad, or ugly job description is?
About the Author: Jocelyn Pick
