Writing an effective HR Job Description (JD) is the first step towards attracting the right talent. If you are finding it difficult sourcing good candidates then it is high time that you revisit your job description. If things are not working out for you in drafting steller JDs, then don’t worry, you are at the right place! This short article entails a few tips that can help your HR department write effective job descriptions.
Use Specific Job Titles:
Generic job titles might get you a lot of candidates but not necessarily the relevant ones. For instance, if you are planning to hire a ‘Neuro Surgeon’ and you go with the job title ‘Surgeon’ only (without specifying the area within surgery) then you will have candidates with different areas of expertise applying in as well.
Remember that it takes a significant amount of the recruiter’s time in reviewing resumes and if most of the candidates don’t turn out to be relevant then it becomes an exhausting and unrewarding exercise. Therefore, it is important to go with specific job titles to avoid irrelevant profiles from spamming your job board.
Start with a Concise but Concrete Boilerplate
It is important to start the job description by including a brief company overview, a summary of key responsibilities, and required qualifications. The boilerplate should clearly communicate the job expectations so that only the relevant candidates apply for the job.
Keep it to the Point
The ideal job description should be concise, concrete, and complete at the same time. While it is important to have a detailed job description that covers the important aspects of the job, skipping trivial and occasional responsibilities will be a great help in avoiding redundancy and wordiness.
Consult with Employees with Similar Job Roles
Writing job descriptions for technical positions can prove to be a challenge for recruiters. Therefore, it is a good practice to consult employees with similar jobs for their two cents. Such employees can help fine-tune the job description by adding/removing job responsibilities, skills, and requirements as per the needs of the job.
A big NO to Acronyms
Recruiters should refrain from using acronyms in job descriptions (unless necessary) because the prospective applicant might not be acquainted with the used abbreviations. If you plan on including acronyms in the job description then it is important, for the sake of clarity, to write the full form first.
At the end of it all, finding the right talent can be difficult. If your organization requires assistance in sourcing for any role, do not hesitate to reach out to AK Strategies. We have years of experience and a large network of Personnel to leverage for your full-time or temp staffing needs. Get in touch today to find out how we can help fast-track recruitment for your hiring needs.
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