How to write a killer job description
By: Rachael, redwigwam
So, you've got a role to recruit for. You're in the right place, as redwigwam has a huge nationwide workforce of people who are looking for jobs like yours.
But obviously, you want to attract the best candidate for the role (who doesn't?!)
To do that, you need a killer job description.
Here's 8 top tips for writing a killer job description and ensuring you attract the best candidates to your role.
Choose a clear, concise job title
You’ll have probably noticed (or used yourself) companies using different job titles such as, ‘Content Guru’ or ‘Finance Superstar’. As much as this shows your companies character, it’s not what your candidates are keying when they’re looking for a role.
Keep it clear and concise.
Think about the role you want to fill. If you were looking for the role you’re advertising – what would you search for?
Be mobile-friendly
86% of jobseekers who have smartphones use them to find jobs.
65% of those would search for available positions, 55% would receive job alerts, 47% would apply to a few jobs and 45% would track their application status.
So, mobile optimisation is important!
Now our site will present the job description you've written in a mobile friendly way BUT you can help things along...
- Keep your job ad as concise as possible (while giving all the relevant details about the role).
- Use the tools available to break up the text - bullet points & headers work well.
- Add some sub heads for different sections.
This means candidates can easily read the role and requirements on their phone.
Sell the company
Choosing a new job can be scary. Work takes up a lot of our time and it can sometimes feel as if we see our co-workers more than family and friends.
So attracting new people means you need to sell your company to attract great candidates.
Is there anything exciting your company does? Company lunches? Days or nights out? Day off for their birthday?
Put it all in there!
We'd also recommend included anything else to draw candidates in such as charities you support.
Give a salary
In this current climate, candidates will need to see a salary (or a salary range). It would be a waste of both your time, and the candidates if you both went through 4 rounds of interviews together, and a task to find the salary is not within the candidates' range.
You only have to scroll through LinkedIn to see how much Gen Z and millennials dislike the term 'competitive salary'...
Being honest and upfront is key to getting the right people.
If you're really unsure on the salary, add an estimate but add a disclaimer such as 'depending on experience' so candidates know you are open to negotiation.
Be realistic
A lot of candidates read job ads, and get put off by the requirements.
Whilst it would be fantastic to have a recent graduate apply who has 5 years of experience, it's highly unlikely.
Set your list into required and desired.
Required may be a degree, whilst desired could be 2-5 years of experience.
This will then open your pool of candidates a little wider to find the right person, and you never know, the right person for you may have wayyyy less experience than you thought you needed!
Be as specific as you can about day-to-day tasks
This is the best way for the candidate to know if the job is right for them.
If you list the day-to-day tasks they know what they are capable of, and what they're not capable of. This can even help the discussion in the interview process as candidates can discuss what they're excited about and where they feel they may need additional training.
With some roles, the not-knowing of some day-to-day tasks is completely fine and a lot of companies do things differently.
So you can reassure the candidate, or tell them the role may not be suitable for them.
Use keywords
Think of SEO - candidates are going to be searching for jobs in their area as they scroll through Google, or any recruitment platform, and you want to be at the top of that list.
If you're looking for a Warehouse Operative it may be worth doing multiple ads such as:
Warehouse Picker
Pick Packer
Warehouse Operator
On the redwigwam platform, you can add tags to each of these roles to link them together so you can see which role they are related to.
Make sure the layout makes it easy to skim through
The layout of a job advertisement is so important.
If you're a jobseeker scrolling through hundreds of ads, the last thing you're going to do is read a block of text over 800 words.
Ensuring it's skimmable will help attract the right candidates and avoid their finger from scrolling past your ad!!
Tips for this, include breaking the information into smaller paragraphs and sentences and adding bullets, and headers.
Ready to craft your killer job ad?
Get started at the link below.
