The talent acquisition process all begins with writing an accurate job description. But the type of applicants you get depends heavily on how you craft that description.
You obviously want the best of the best, so to attract those folks, we recommend steering clear of these three common mistakes:
Mistake #1: Using cute or unique terms in the job title
As a marketer, I’m all for playing around with words and adding in personality when possible. But when it comes to crafting a job title, creativity really isn’t the best approach. You want to be as clear as possible because the chances of people finding your job listing depend heavily on whether or not your title matches the terms they’re looking for.
That said, avoid “cutesy” jargon like “guru” and “ninja.” Also, be mindful of how your organization refers to positions internally versus how the industry as a whole refers to them. You may refer to someone as an “Engagement Manager” internally, but externally, “Membership Manager” may be the more common term.
Mistake #2: Writing everything in (long) paragraph form
Just as many people don’t like to read web pages or emails with lots and lots of copy, they also typically don’t like to read job descriptions with lots and lots of copy. To boost interest in your job listing, use bullet point formatting to display the qualifications and roles and responsibilities.
Not only does that make your job listing easier to scan, but it almost sets it up like a mental checklist for people. They can go down the list of bullet points and determine whether or not they, in fact, have that experience or want to perform that task.
Mistake #3: Leaving phrases open to interpretation
Sometimes it can be tempting to be vague in your job description. Maybe being precise would make those bullet points MUCH longer, and didn’t we just say it’s best to keep things short and sweet?
Yes, but this is where it’s important to strike a balance. You want to use bullet point formatting to make your job description more scannable, but you also don’t want to be so short that you leave anything open to interpretation.
Here’s an example: Let’s say you’re hiring for a marketing and communications role. One of the responsibilities may be to increase brand awareness. But how? Through email marketing? Social media management? Website management? All of the above? The more specific you can get here, the more time you’ll save both yourself and potential candidates. (You want them to be fully aware of what the job is before they apply and before you bring them in for an interview.)
Hopefully, by avoiding these common mistakes, you’ll find the perfect candidate for the position! But let’s say you do. Well the next critical step in the talent acquisition process is onboarding. For several best practices to get the candidate up and running quickly (AND help them feel as comfortable as possible), check out our free guide below!