When a company needs to put out the notice that it’s looking to fill an open position, it typically puts up a post on one of the Internet’s many job boards. Unfortunately, most job boards have postings with very bland design elements, making one company look just like the next.
If a company wants to stand out in the forest of identical-looking posts, it needs to step up its game when it comes to writing out the job posting.
Before setting out to write a posting, however, human resources and department personnel need to write out a concrete description of the job itself. A job description will vary significantly from position to position, but a good one needs to contain several key elements: job title, summary, responsibilities, department, necessary qualifications, company overview, job location, type of employment, compensation and contact information.
Keep it organized
We’ve all seen job postings that are falling all over the page and look like they were thrown together at the very last minute. Those ads send the message that a company is unorganized and scatterbrained – an impression you should avoid giving.
Start the job posting with a short, clean paragraph that defines what the job entails. Suggest some degree of flexibility in the job’s description as positions tend to change over time as new technologies are introduced.
Embracing the bullet point is another good way to keep your job description organized. Bullet points allow a job candidate to quickly figure out if they are right for the job and make it more likely you’ll receive their resume or application.
Use direct language and grammar
When candidates are reading job descriptions, they aren’t doing it for the flowery language. Use simple and direct subject-verb sentences that lay out what your company is looking for in an ideal candidate. Use present-tense verbs – because the person in the job is the subject, there is no need to include the subject. For example, use “greets customers,” not “you will greet customers.”
Avoid the use of ambiguous terms like “occasionally” or “frequently.” Fuzzy descriptions make it hard for applicants to visualize themselves in a role and to figure out if they are qualified for, or would benefit from, the job.
Convey the company’s culture and tone
After composing a rough draft of your job posting, go through and tweak it to add some personality that accurately reflects your company’s culture. For example: If your business is a startup with a workforce on the younger side, structure your ad to include playful references designed to attract people who might be on the same page.
Of course, you want to maintain a professional tone, but don’t forget that you want the posting to draw in the type of people you feel will be right for the open position.
At Cornerstone, we know the hiring process can be difficult. If your company needs to outsource any part of the process to us, contact us today and we can get started on developing the appropriate talent acquisition partnership.
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