14 May

Reword Your Job Description Before Posting It Online

Posted by Brad Holtkamp

We all know the challenges of writing a compelling resume and cover letter in the hopes of nabbing our dream job. But there seems to be considerably less discussion about the trials hiring managers face when writing a job description to attract top talent to top positions.

Job descriptions are often, and inadvisably, thought of as advertisements to make an open position seem appealing and desirable. In fact, these descriptions need to be deeper and more specific than a list of hot buzzwords. The talent is definitely out there and you don’t need to convince everyone to come to you—you need to get a head start on weeding through them for the best.


How Well Has Your Current Job Description Performed?

Start by looking at the team you have. Consider how you recruited them: Which tactics seemed to work and which were, perhaps, misleading? What were the types of interview questions that led to hiring a great candidate the last time? Filter out important interview questions and use them as a guideline for future job profile descriptions.

Ask your current what key points of job description brought them to you. Get to know the key roles they now hold and what advancements has modern technology made in their sector of industry. Find out which platform led to them finding out your job description. Looking for jobs on social media has caught up, with LinkedIn coming out as a leader in job search (here’s why).

You’re trying to glean two major things from this process: 

  1. To uncover the nuances of what people at your place of employment do—the details you may neglect in a showy job description.
  2. To see industry-specific qualifications that are currently relevant. Consider a case of construction industry. A candidate is open to different types engineering jobs in construction sector, but which key skill are you looking out for to fill in the current job position?

The more your job description is updated according to the trends in the industry, the better the chance to get good candidates.

Remember, your goal is essentially to give interested parties the information they need to: 

  1. Know if they’re qualified for the role.
  1. Know what they’ll need to work on to be even better suited.

Provide a Sneak into the Types of interview questions

A glance over the job description should be enough for a candidate to assess the types of interview questions the employer is supposed to ask from him. It provides him a chance to self-evaluate whether he is the right fit for the job or not.

The Checklist

The following is a handy way to quickly make sure your job description is functional

  • Is the description up-to-date and accurate? Does it reflect the position, in detail, as it will be over the next year?
  • Will a reader understand what a day in the job would look like?
  • Does the description reflect what skills and education a prospective employee must have? Don’t leave any leeway if the position doesn’t allow for it. 

Choose details that will make top candidates excited—whether mentioning competitive/negotiable compensation or benefits packages.

Everything You Need to Know about Working with a Technical Recruiter

Brad Holtkamp

Brad brings 15 years of Canadian and international staffing industry experience to his role as vice president, Western Canada. He’s an HRIA and TEC Canada member and has a Bachelor of Science degree from the University of Saskatchewan. Brad has significant experience providing staffing solutions for customers, with specific expertise in permanent search, contract recruitment, and payroll delivery. With a love of sports and the outdoors, Brad can often be found in a rink, on a bike, or in the mountains with his wife and two daughters.

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