How to Create a Compelling Job Description

How to Create a Compelling Job Description

How to Create a Compelling Job Description

In order to attract the right candidates, you have to write a gripping job description. Crafting a compelling and inclusive job description involves a mix of components, like the values and culture of the company, in order to stand out from the competition.

Job seekers want to know more than just what the job entails. To help you create the best possible job description, Nexus put together a list of job description tips to help you attract your ideal candidates. Check out our tips below:

Create a specific job title.

The most important thing to remember when you're putting together a job description is to create a concise job title. Try to put yourself in a job seeker's shoes and determine what they're most likely typing into the search bar. If it's an industry-specific title, then make sure you label the job as such.

For the companies that use words like "rockstar," "ninja," or "genius" in their job titles, you're most likely losing candidates. According to Indeed, using these fun descriptions can confuse job seekers and put them off from applying to your company. Instead, keep your titles short (no more than 60 characters) and avoid using company lingo.

A short and sweet job summary.

The summary is the ideal spot to describe "a day in the life" at the company. Here, you can talk a little bit about the company culture and mission, while also describing the day-to-day responsibilities of the position. Try to keep this at no more than a paragraph long. Most job seekers typically skim through job listing, so you'll want to ensure that your description is "skimmable" by using bullet points and avoiding wordy paragraphs.

Separate your "must-haves" qualifications from your "would be nice."

In an ideal situation, you would only receive applications from candidates that check off all your boxes. It's common that you'll receive unqualified candidates, but if you want to minimize the number of unqualified applicants, then make sure you create a separate list of must-have skills from your "would be nice." You don't want to come off too picky though, so make sure your "must-have" list isn't too long.

Avoid abbreviations.

Unless abbreviations are considered the "norm" in your industry, avoid using them throughout your job description. Although it may be tempting to use, not all job seekers will know what you mean. Just because people within your company may know what certain abbreviations mean, doesn't mean that it's industry-wide terminology.

Sell the job.

Not all aspects of a job are glamorous, but what you can do to balance that out is focus on growth and opportunity that job seekers will have if they work for your company. Also, describe the candidate you're looking for and why they should want to pursue the opportunity.

Stay truthful.

Don't let the marketing jargon overfill your job description. Stay truthful about the company and what the job will entail. For example, if you describe a job culture as a fast-paced and creative company when the opposite is true, then this can lead to a high-turnover rate.

Include a mix of hard and soft skills.

don't be afraid to include soft skills like a team player, communicator, or detail-oriented in the job description. Along with the must-have skills for the job including education requirements and certifications, incorporating soft skills will help you attract the most successful candidates.

Make it mobile-friendly.

Most job seekers are searching for new opportunities on their phones. In order to stand out from the rest, your job description should be readable on a mobile device. This is where having short paragraphs and bulleted lists are critical because on smaller screens paragraphs become longer, which can detract potential candidates

Include benefits and a salary range.

Attract more candidates by supplying them with information on a salary range and the benefits they'd receive if they join the company. Benefits are one of the most important components job seekers look at when considering a job as well as the pay scale. Just be careful with supplying the pay scale too, sometimes this can scare away potential candidates. If you want to bring in more candidates, then make sure you include at least the benefits at the bottom of your job description.

Not all candidates are actively searching for new opportunities making finding the perfect candidate challenging. Nexus is here to help you though, by providing the best tools and strategies to find the right person for the job. Start by getting a free job market analysis. Click the image below for more info!

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