What even is a good job description?
A JD is frequently the first time that a candidate will come across your company, so it has the power to shape your employer brand; but very few companies make the most of this. We thought that we’d share three of our best practices with you.
11th Nov 2020
We see thousands of job descriptions (JDs) here at Flexa. You’d think that a JD is as simple as explaining what needs to be done and where, but it’s amazing how many job descriptions don’t even do that.
A JD is frequently the first time that a candidate will come across your company, so it has the power to shape your employer brand; but very few companies make the most of this.
Based on the variety of job descriptions that we see, and the feedback from our candidates, we thought that we’d share three of our best practices with you.
1. Make it two-sided
The most common pitfall that we see in JDs is when a company only talks about what the candidate must have, with little or nothing devoted to what the company offers the candidate.
Recruitment isn’t a one-sided process - the candidate is also choosing you - so talk about what you as a company offer in order to stand out and make the candidate think “that’s the kind of company I want to work for!”
Break down your candidate proposition into these buckets:
- The role: what does the job actually entail?
- The opportunity: what’s so great about this role?
- Requirements: what a candidate must have to be successful and, separately, what’s nice to have?
- Why work for us: the chance to wax lyrical about your great working environment and culture.
For example, we loved this explanation of working environment from Elvie:
2. Be open-minded
Job descriptions tend to describe the absolute ideal candidate *on paper* (literally) and, indirectly, discourage people who don’t have 100% of the qualifications from applying. Lots of companies miss out on talent by making their JDs far too prescriptive, and often frankly unrealistic.
I’m sure that we’ve all seen the stat that men will apply when they meet 60% of the criteria in a JD, but women won’t apply unless they meet all of the requirements.
The best way to overcome this (hopefully) unintentional bias in JDs is to break down requirements into:
- Essential - what do they truly need to be able to do the job?
- Nice to have - what would you love to see, but would be a bonus?
Here’s a nice example of setting this up well from Banked:
3. Bring some enjoyment to job hunting!
We constantly hear from our candidates that job descriptions are some of the worst things in the world to read, and often we agree!
Frequently, a JD is the first time that a candidate will come into contact with your company. What a great opportunity for your employer brand! However, very few companies make the most of this by giving JDs a bit of personality.
Talk to the prospective candidate like they are thinking about joining:
- What do you want them to know?
- Why are you great?
- What language conveys how you work?
Here’s an example from us here at Flexa of bringing a bit of humour and work-life into a JD (or at least we thought it was amusing):
Job descriptions are so commonly overlooked - but they influence candidate perception of your business… So try to make them unique, engaging, and encouraging to job hunters!