An efficient job description is essential to attract the best talent in the market. This is important because it is essential to guarantee business performance in scenarios in which competition for the best professionals is increasing, in addition to attracting professionals who are more aligned with the company’s cultural fit and who have the desired skills.
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What is the importance of making a good job description?
An efficient job description is the first step to guarantee candidates who really adhere to the job profile, being an important tool for attracting qualified professionals. It is also essential to help strengthen the company’s employer brand, as well as being an important visibility channel to show how it recognizes its talents.
Still, it can reveal its work structure, focusing on processes that can be innovative, creative and even challenging. So, the more attractive the job description, the greater the chances that the recruitment and selection process will be successful. Thus, proportionally, the probability of hiring the ideal profile also grows.
It is important to consider that the professional who is active in the job market has several ways to find job offers, mainly through social media. Faced with so many options, it is possible that the candidate chooses the vacancies more aligned with his expectations. Therefore, to ensure a qualitative and quantitative volume of resumes for your company, it is essential to think about a good job description.
How to make a good job description?
Now that you know the importance of a good job description, here’s how to do one in an attractive and efficient way!
Think of an attractive title
The job title is the first thing the candidate will see when passing through the advertisement. Therefore, it must be concise and clearly explain what the open opportunity is about. For this, it is important to avoid foreignness or acronyms that may confuse the candidate, as they are specific to the company’s internal structure.
Thus, the use of these terms tends to alienate candidates outside the corporation. With that, you can miss the opportunity to attract great professionals to your organization. Therefore, the idea is to bet on titles that guarantee the necessary directions to the public, avoiding any confusion that may involve the open opportunity.
Direct the language to the professional you want to attract
Adjust the language according to the profile you are looking to attract. For example, if the vacancy is for a full-fledged marketer, use terms with which he identifies, such as knowledge in inbound marketing, B2B marketing and trade marketing. For this case, it is also worth using a language closer to the candidate.
Now, if the vacancy is for financial management, in addition to the technical and behavioral skills expected for the vacancy, it is worth betting on a more sober speech. After all, area and function require a more centered and, at times, even conservative profile.
Make clear the requirements of the vacancy
In order to increase your chances of success in hiring the best professionals, you need to spell out the requirements of the vacancy efficiently, both in relation to technical and behavioral skills.
It is worth remembering that it is essential to make the company’s culture clear, revealing its mission, vision and values, in addition to providing an overview of the company’s history and its market. This will also help the candidate to see if the company is aligned with his values, which is fundamental to the success of any hiring.
Detail the activities that will be carried out
Having a good title for the position, an appropriate language and the objectives of the vacancy very evident, it is time to list the functions that will be performed. To do this, you can ask the vacancy manager for help with the job description or, for the simplest occupations, observe and describe what the new hire’s responsibilities will be.
This helps the candidate to assess his technical and behavioral skills, to decide if he is fit to occupy the position. This analysis helps to eliminate candidates who are not within the desirable scope of the vacancy.
How can a company specializing in recruitment and selection help?
If you want to optimize the time of your company’s HR professionals – so that they can dedicate themselves to the most strategic issues – and, at the same time, increase the potential of attracting the best talents with an efficient job description, best to do is hire a company that specializes in recruitment and selection.
Thus, it will be possible to delegate this task to specialized companies, which will use all their know-how to develop the job description with quality and efficiency, so that it is aligned with the expectations of attracting talent from the company.
As we have seen throughout this reading, making a good job description is essential to attract the best candidates. What is essential to guarantee a high-performance team and, consequently, better results for the corporation.