How to Avoid Bad Fit with a Stellar Job Description

How to Avoid Bad Fit with a Stellar Job Description

Job description requires a lot of time, effort and creativity if you wish to hire quality applicants. It should include a clear job title, a summary of job description, job expectations, application instructions and salary. 

It is your first and best shot to reach the very people you want to hire. Make sure you descriptions are not dull, recycled or outdated or you might miss out on a lot of great candidates.

A carefully written job description calls out to good candidates while it discourages the unqualified and can help you avoid a bad fit. Your job description alone can determine the kind of applicants you attract, so follow the steps below and write a stellar job description

Write a clear job title

Non-traditional job titles that don’t specify the kind of candidate you want are unrealistic and potentially waste time sorting through a list of unqualified applicants. Trade disingenuous job titles for clearer ones. If you want to hire a data analyst and instead advertise for a computer engineer, you’ll likely attract the wrong people and miss out on qualified candidate. You should always give the position you are looking to fill a title.

Include a summary of job description

As for the job description itself, don’t overdo things: keep to a handful of duties that give an impression of what a day’s work will involve. Don’t forget to link these responsibilities back to the company as a whole. A potential employee needs to get a good idea of their position in the scheme of things if they are to see the job as a place where they will be valued. List all the skills and abilities, including the qualification or experience-level to which they should be demonstrated.

List all the job expectations

The job description can also be used to form expectations of employees in the role or you can create a separate section for it. Either way, make sure you list what your expectations are from the new hire. Expectations typically become goals as managers work with employees to optimize production and performance. They also allow a manager to compare the performance of employees competing for the same job.

Write clear application instructions

Let them know how you would like them to apply and having a dedicated email address for application is usually the easiest route. If you want to ask applicants for a cover letter, or for an employment application form, make sure to include instruction on how to submit all those documents too. It addresses some specific point or asks a specific question the answer to which will help you weed out the good candidates from the bad candidates.

Check for typos in the description

Your job description is a reflection of your company.  A description riddled with typos, grammatical errors, and other issues will raise an immediate red flag with any candidate. Your job description’s spelling and grammar says a lot about your attention to detail and professionalism. You can also use tools like Grammarly or get the description proofread by co-workers to avoid such mistakes.

Include compensation and benefits

Salary  and other employee benefits can be included in your job description. There are different ways of incorporating that in your description–you can either put an hourly salary or a competitive range depending on the type of job it is or the kind of employees you want. Keep your reference to salary requirements brief, so the candidate can focus on the rest of your job description.

Thinking about posting a job? Jobr app provides you with segmented section, making it easier to post a job so you don’t have to go through the hassle of manually creating different sections and you are less likely to miss providing important information. Post a job today!

 

Marketing Intern

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