The hunt for top-tier talent is going on across the country, making it more important than ever to stand out and make the position crystal clear, starting with the job description.
The best job descriptions make the recruiting process a breeze, saving time and money, whereas a poorly crafted one may lead to a less-than-ideal hire or even unforeseen mistakes like misclassification.
Anna Aponesto, Talent Acquisition Specialist at nTech Workforce shares her expert advice on how to craft the best job description and how recruiters match job descriptions with resumes to bring in the most qualified hires.
What do the best job descriptions have in common?
Job descriptions are fairly formulaic, and for a good reason: by and large, the standard format is the most efficient way of conveying a large amount of complex information, like the responsibilities, activities, and key qualifications needed for the role.
However, there is one element that is sometimes missed, and yet it is a very important element. According to Aponesto, “One of the key things that I see on job descriptions that is really good is a listing of the company mission. This helps give candidates an idea of the culture the company provides.”
Unfortunately, when job descriptions are not well built, “you’ll likely find candidates that are also not suited for the job itself,” says Aponesto.
How do recruiters leverage job descriptions to target top talent?
When professional recruiters look at resumes, they are looking for “key things like technologies that the candidates have used or are using in the past, we want to make sure those are highlighted so they know how to work with them,” says Aponesto.
So when it comes to job description examples, it helps to have those key requirements highlighted and bullet-pointed. This “helps recruiters figure out if candidates are actually looking at the job description, to figure out if they’re a good fit or not. Having the requirements listed clearly, allows recruiters to spend more time digging deeper into the job responsibilities and company culture to ensure a good fit.
It must be said, there is also a fine line between having too much and too little information in a job description. Too much information can cause a prospective candidate to move on or to not understand whether or not they are qualified. Aponesto recommends “five bullet points for the required skill sets, and an additional three to five bullet points for preferred skills.”
While it is a legal requirement in some states, not every company lists the salary for the position. However, listing the salary in the job description is important because it provides an indication of what candidates can expect in return for their hard work. That being said, if you are wondering whether or not to post the salary, Aponesto notes that “oftentimes, salary transparency is preferred by candidates.”
How do better job descriptions save companies time and money?
Aponesto notes that when a recruiter is working with a well-crafted job description, “you tend to open up the pool of better-qualified candidates, therefore you have less phone calls to make. It’s a lot easier to have a conversation with the candidates via a phone call, and in turn, less time is spent finding candidates and more time doing the actual interview and going through the process of getting the candidate onboarded.”
One pitfall to look out for with job descriptions is the risk of misclassification when subcontracting work.
A great job description that outlines key project details – scope of work, expected outcomes, deliverables, an expected start date, and an end date – goes a long way when mitigating the risk of worker misclassification.
Worker misclassification exists when workers are incorrectly labeled as contractors rather than full-time employees, allowing employers to avoid paying unemployment insurance and evade covering workers’ compensation and other associated taxes.
Posting a well-made job description will not only save time and money through the recruitment process, but it is also important to cover potential liabilities.
Not everyone realizes that while working with a staffing agency they can provide assistance and recommendations in crafting the ideal job description. At nTech Workforce, we are well-positioned to provide experience and data-based advice on how to craft the ideal job description. Ultimately, the job description is one component of the puzzle to build a winning team. If you are looking to expand your workforce, nTech is here to help.