How to Write a Job Description That Attracts the Right Candidates

It is easy to hire a person until you actually want to hire him.

You put an advert on the internet, wait a few days and all your inbox is full. It is fantastic at first - see all these applications. Then you start reading them. Fifty percent of the candidates would not fit the role. Others obviously did not study the job description. Some of them appear to be excessively overqualified. And one individual even applied to three entirely different jobs.

That is normally when employers start to realise something important: the problem may begin with the job description itself.A job description that is badly written will bring the wrong individuals. An obvious one brings the right people on board. It may seem self-evident, yet the number of companies that take the time to get this aspect right is very small.

And in case you are struggling with how to write a job description such that it attracts good applicants rather than just random ones, this job description writing guide will come in handy.

Why Job Descriptions Matter More Than You Think

A job description is not a mere formality. It is the initial impression that the candidates have of the position and the company. Put yourself in the position of the job seeker. A person going through job posts may read twenty job advertisements in an evening. Vague, confusing and full of corporate jargon are generally disregarded quite fast.

On the other hand, clear job descriptions are likely to bring serious applicants since individuals know what the job entails. I once contacted a small cafe owner in Melbourne who put an ad in the job listing that said he needed a hospitality assistant. Sounds normal, right? The point was that the description explained hardly anything. In less than a week he had more than 100 applications - and nearly none of them had the experience of the real barista that he required.

As soon as he posted the job again with a more detailed specification, with given tasks and necessary experience, the flow of applications decreased... However, the quality of applications increased by far. In some instances, fewer applicants is a blessing.

Start with a Clear Job Title

The first thing that the candidate will see is the job title and in this case clarity is required. Do not be too creative with your titles such as Customer Happiness Ninja or Marketing Rockstar. They may be fun internally, but in job hunting, the standard terms are normally used by job seekers. Rather, use titles that are familiar to people, like part time jobs near me:

• Sales Assistant
• Graphic Designer
• Digital Marketing Manager
• Warehouse Supervisor

This will bring your listing closer to the potential hires as they search for jobs over the internet. And, of course, it also assists search engines to get to know more about your listing.

Describing What the Job is about.

This may seem self-evident, yet a lot of job advertisements omit the details. The responsibilities are the most significant part when writing how to write a job description. Applicants would prefer to know how their average day would be. Instead, one can write something general like: “Handle customer service tasks.”

You could write:

• Answer customer questions through email and phone.
• Take online orders and organise delivery.
• Provide support to customers in terms of product information and returns.

See the difference? The existence of specific responsibilities allows the candidates to know about the job prior to application. And it saves time to employers later since there are less unsuitable candidates who apply.

Add Skills and Experience Requirements.

It is here that things get a little messy. Employers usually develop long lists of requirements that are impossible to fulfil. Five years of experience to work as an entry-level employee, advanced qualifications to work in a position that may not even require it and so on. The more feasible way is to distinguish between necessary skills and desired skills. For example:

Essential:

• Good communication abilities.
• Basic computer literacy
• Service experience of the customer.

Preferred:

• CRM software experience.
• Previous retail experience

This makes this job more realistic and friendly to the candidates.

What is the Difference between a job description and a job specification?

People tend to mix this up in the process of learning about job descriptions and job specifications. A job description describes the job itself, the duties, responsibilities and tasks. A job specification on the other hand lays emphasis on the kind of individual to be hired in the job - the skills, qualifications and experience that the individual must possess. Think of it this way:

• The job description describes the work.
• The job specification describes the worker.

The majority of job advertisements are a combination of both, although they do not necessarily indicate them separately.

Write a few words about the workplace.

Applicants do not simply select employment according to the roles. Work culture is also of concern to them. Your listing can be made more attractive by a brief text about the working conditions. For example:

• Is the working environment hectic or easy-going?
• Does the team consist of a small and close-knit team or a bigger organisation?
• Does it have growth or training opportunities?

Such information enables the candidates to imagine themselves in the company. And at times they are more important than salary.

A Simple Job Description Template.

In case you are not sure how to begin, you can use a free template of a job description and plan all the information. A standard job description will look as follows:

Job Title

Searchable role name.

Job Summary

A brief explanation of the reason of the position.

Key Responsibilities

• List of daily duties
• Activities that the employee will do.

Skills & Qualifications: The candidate must possess the following:

Critical experience or education.

Preferred Skills

Elective skills that are not compulsory.

Location and Working Hours

Location in the office, work at home, or schedule.

Having this structure makes the job listing user-friendly.

Where to Post the Job

When the job description is completed, then the second thing is to post it where the candidates are seeking. Another reason why many employers resort to online classified platforms is that they enable businesses to get local candidates within a short period of time. Dealin offers job listing features in which employers and recruiters are able to post their vacancies and find candidates in various locations around Australia with Dealin Business Subscription Plan. Dealin is totally free for individuals and charges flat $99 from businesses for posting a job listing. No other charges.You can check the fee here.

The point is that it is necessary to ensure that the job description is clear when it is published. A properly written listing will always do well whether it is on the first page or on the second page.

Final Thoughts

It is not a difficult task to write a good job listing, although there is a bit of consideration involved. In case the description is too loose, you will get random applications. In case it is too challenging, quality candidates can simply avoid it. The goal is balance.

The quality of applicants can be significantly enhanced by a catchy title, achievable requirements, and an elaborate description of the job. Henceforth, when you post a job online, you should take the additional few minutes to compose the description correctly. Due to the fact that the right words tend to draw the right people.