At Recruitrite, we know a thing or two about writing job descriptions. We’ve got a bit of an adroitness for getting things ‘rite’ in our industry and want to help you too. Job descriptions can be a chore. From structure to making sure that the language is attention-grabbing enough, there’s a lot to think about and breakdown.
So, why not allow us to talk you through the 7 mistakes you should avoid? While our insider’s Rite Job Description Resource gives an easy step-by-step process on what to write, below we’ve covered the common mistakes to avoid, in order to get it ‘rite’.
Are You Setting Unrealistic Expectations?
There is absolutely nothing wrong with aiming high when it comes to recruitment. With that said, there can be lots of things wrong with setting expectations too high. Do you catch yourself envisioning an ideal candidate? If you answered yes, good. But, be careful here, write too many requirements or fail to distinguish between ‘desirable’ and ‘essential’ skills and you could be doing the opposite of what you set out to achieve. Being picky about what sort of skills or qualifications that you want candidates to hold can end up being information overload. Nobody wants that.
How do you get things ‘rite’? We advise keeping things short and sweet where you can. When you list requirements, make sure you’re doing just that – creating a list. Use bullet points to help you, that’s not cheating and you don’t have to skimp on being descriptive either. Include a description that is compact and is fully comprehensive.
Is The Job Title Clear?
The job title is the most important bit of any job description, we don’t need to tell you that. It plays a huge part in whether a candidate will go on to read more or not, so keep things clear. In this day and age, there are plenty of job titles floating around on online platforms and as tempting as it may be to want to stand out, leave it out here.
Choose to keep the job title to the point to ensure that candidates will be interested. For the sake of search engines, you could end up with no exposure if you use jargon even Google will fail to understand.
Are You Listing Job Functions Properly?
Anytime that you carry out a search on Google, you’ll have a clear idea of what you’re looking for. Candidates also know what they’re looking for when they’re searching for vacancies. They’ll want to be able to relate to the role requirements as soon as they land on the ad. If they can’t do this, they’ll move on which could mean a lost opportunity for you, the recruiter.
Nobody is going to apply for a job if the functions aren’t clear. If you’re not sure about how to structure this section, again, go back to the trusty bullet point method. Keep this part as short as you can and don’t drown the reader with unnecessary information.
While a job title is going to make it clear what the job is, the functions listed help to filter candidates. Be as precise as you can here to communicate expectations and you’ll end up with an inbox full of great fits for the role. Give it a go and see for yourself.
Does Your Description Contain Company Information?
Give candidates the full picture. They’ll want to know the specifics about the company they could end up working for. This includes where the company is located, the culture and perks. Don’t be vague, a candidate needs to picture themselves in the position and as part of the company.
By adding in as much information as you can about the work culture, the company’s history and anything else useful, you’ll attract top calibre candidates. We hate to have to repeat ourselves but do not overcomplicate this part of the job description.
Are Being Transparent With Salary Expectations?
Nobody wants to be left in the dark when it comes to money. Think about it from the candidate’s perspective, if they’re not clear about salary from the get-go, how could they end up feeling down the line? By presenting the salary right away you’ll benefit in many ways. Candidates who don’t fit the bill will be filtered out, a big time saver for the interviewing process on both ends.
The worst thing to do is not be transparent about the salary offered, as you could end up wasting time with interviews. Candidates can become frustrated and so will you. If the information is available, include it. Mysterious is cool but not when it comes to job descriptions. This is serious business after all.
Have You Distinguished Between Skills?
Make sure that you distinguish between essential and desired skills. You can do this easily by making two separate lists. Don’t risk turning off potential great fits for the role by being clear, instead keep things simple so a candidate can see if this is the job for them.
While it’s great to place high expectations, by not stating that skills are desired, your expectations could end up being seen as unrealistic. Don’t let suitable candidates slip through the recruitment net. Specifically, mention the minimum skills required and add in desired skill points where appropriate.
Are You Proof Checking Your Job Descriptions?
There’s nothing more off-putting than incorrect grammar all over a job description. It doesn’t exactly give a great impression of the company to the reader and yes, candidates will notice!
Any spelling or grammar mistakes are going to give a negative image of the company. Even if you’re not a whizz with words, you can still carry out a basic grammar check once the description is complete. If in doubt, install Grammarly and thank us later.
Your Next Steps To Writing A Job Description
Every job description is different (unless you’re making the dreaded mistake of copying and pasting). With a few simple tricks up your sleeve, you can whip up a job description that is engaging, covers everything that the candidate needs to know and attracts the candidates you want.
Why not take advantage of our tips and knowledge? Use the Rite Job Description resource and this blog and see the results for yourself. As always, be sure to keep an eye out for more resources and blogs to equip you with the know-how for recruiting the best candidates out there.