How to Write a Job Description that Reels In Top Talent

What does fishing have to do with hiring? Pretty much everything. Take ideas from great fishing techniques and you're almost guaranteed to hire better.
How to Write a Job Description that Reels in Top Talent

Why are We Talking About Fishing?

To most of us, fishing is really simple. Dangle a worm in the water, wait……… and maybe catch something.

Fishing is only that simple to people who don’t understand how complicated it can be. Expert fishermen know exactly what kind of fish they’re looking for, what kind of bait is attractive to that fish, where the fish will be, when they’ll be there, and specific luring methods. And that’s why expert fishermen catch a lot more than the rest of us.

"Expert fishermen know exactly what kind of fish they’re looking for, exactly what kind of bait is attractive to that fish, where the fish will be, when they’ll be there, and specific luring methods."

Hiring through a job site is different only in application. The ideas are identical. 

Expert hiring managers know exactly what kind of employee they’re looking for, exactly what offers are attractive, where they can find great candidates, when they’ll be looking, and what techniques to apply that make a job description look tantalizing.

Optimize It

According to the job site Indeed, the best length for a job description is only about 700 – 2,000 characters. 

Just for reference, you’ve already read about 1,000 characters of this blog article.

"You don’t have much space, so use it wisely. Optimize your listing to appear when relevant searches are made."

You don’t have much space, so use it wisely. Optimize your listing to appear when relevant searches are made. 

If SEO isn’t your thing, go to some job sites and try to find a job similar to the one you’re posting. Then just put the search terms that worked into your own listing.

What Info to Include

Be Specific

Be specific about what the new employee will be doing. Let them know what their general objectives should be, as well as day-to-day things that they will be responsible for. The balance here is being specific, but brief.

Set the Bar

Being clear about the demands of the job can streamline your hiring, motivate candidates, and help avoid dissatisfaction of the new employee. 

Underqualified candidates will know they’re underqualified and might not apply in the first place. Good employees want to be stretched, not overwhelmed.

Qualified candidates will know they’re qualified and apply. Excellent candidates will be motivated to exceed expectations. Setting a bar encourages employees to pass it.

Hiring an overqualified candidate will only lead to dissatisfaction. Avoid the stress of an unhappy employee by making it clear what the responsibilities will be.

Growth Opportunities

Why are Millennials stereotyped as job hoppers? Well, because they kinda are. According to a Gallup study, only 50% of millennials strongly agree that they plan to be at their job in one year. This is compared to 60% of their non-millennial counterparts.

Gallup thinks that the problem is employee engagement and investment in the job. I would add that millennials are always looking for something bigger and better.

Help them in their search! Show potential candidates that not only is your company a step up from their last job, but that they can continue to step up within the company. This will help you hire and retain employees.

"Show potential candidates that not only is your company a step up from their last job, but that they can continue to step up within the company."

Culture and Values

“People don’t buy what you do; they buy why you do it." –Simon Sinek

The same applies to finding employees. People don’t work for you because of what you do; they work for you because of why you do it. Why is that?

Culture and brand are extremely important in the workplace. Candidates want to enjoy the work environment and be inspired by the company values. So tell them how cool yours are! Are you a group of coworkers or a group of friends? Does the company stand for something, or is it just a job?

Let your culture and values shine in the job listing. You could be in the most boring industry on Earth, but if your company has an upbeat culture, strong vision, and good values, you will be much more attractive to candidates

Templates: Yes or No?

There’s a lot to remember here, so make it easier on yourself and use a template. Eddy provides guided job posting templates and a slick customizable hiring funnel. Check it out so that when great applicants apply, it’s easier to get them hired.

Happy Fishing!

There you have it. With your newly acquired techniques and perspectives, you’re well equipped to grow your candidate pool, heighten your candidate quality, and hire some killer talent.

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