5 tips for getting better results from your job descriptions

Written by Gareth Bushell | April 6, 2017 | 0 Comments
It’s understandable that if you have a burning need for a candidate in a particular position, you may wish to post a job advert quickly, even with a far-from-finalised job description. However, all of the leading recruitment companies in Northern Ireland and the Republic of Ireland would always advise you to take your time over the writing of your job descriptions.
Write superior job descriptions, and you will soon attract superior candidates – certainly in the sense of representing a good match to your vacancy. Here are five ways to do exactly that


  1. Prioritise your end goal above all else

From the start to the end of the writing process, what you want your job description to accomplish should always be at the forefront of your mind. Why do you need someone for this vacancy, and what will they be required to do? What is the strategy behind your decision to hire them, and why is the job so important? These questions will help to guide you in choosing the right job title, too.
  1. Look at other job descriptions for ideas

Is there something important that is presently missing from your job description? Check out similar job postings and consider those ‘obvious’ things that it can be easy to forget to include amid the understandable rush to get a description written for publication on an online job board.
  1. Use language that is in line with your company culture

Whether you aspire to a more buttoned-up and ‘corporate’ company culture or instead something more offbeat and quirky, this should be reflected in how you write your job description. It’ll give potential candidates clues of what to expect from your company if they were to be an employee of yours.
  1. Distinguish between your ‘needs’ and ‘nice-to-haves’

Realistically, you can’t simply declare every characteristic, qualification or experience that you would ideally like your next recruit to have to be “essential” – after all, it’s unlikely that you will be able to find someone who ticks every single one of those boxes.
You will therefore need to consider levels of priority – keeping in mind that while you can train up an employee in the right skills as long as they have the right attitude, even the right skills are unlikely to compensate for a poor attitude.
  1. Get your team to provide their verdict

It helps to have a fresh pair of eyes – or several fresh pairs of eyes – on your job description before broadcasting it to the world. Your employees may well flag up issues that you missed. Consider at this stage, too, whether your job description paints a picture of a role that people would actually want.
Following these tips should take you a long way down the road to the writing of genuinely impactful job descriptions – whatever your Irish firm’s sector and specific needs for its next hire may be.


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