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The first step to getting a new job is finding jobs to apply to, which usually starts with a simple Google or Bing search. Whether you’re a business owner or staffing recruiter, if you’re responsible for writing job descriptions for your company or client, you need to make sure that the job you’re posting will actually show up in search results.
Once you’ve maximized the potential of having a job post appear on a search results page, you need to have a job description that is informative and somewhat persuasive. Writing effective job descriptions can help you get employees you need to take your business to the next level, or satisfy a client’s needs if you’re in the staffing industry.
Step by Step Guide to Writing a Job Description
Step 1: Bring your job post to potential applicants
There are sites that you can post job openings to such as Indeed, Career Builder, LinkedIn and countless others. Whether it’s a job board or search engine, if you want your job posting to appear, you need to master the use of keywords for job descriptions.
To determine which keywords you need to use to help candidates find the job opening, take the time to actually write the job description. Crafting a job description will help you figure out which keywords you need to use for titles and when you go back through and edit the description.
Then, go through the description you wrote and note any main phrases that are most important or relevant to the position in a list. Develop a second list of words that you think candidates might search to find a position like the one you have an opening for.
After you have your two lists, take a few minutes to look at other job descriptions from other companies that are similar to yours and note any words they used that you may have forgotten. Circle the best five words you want to use in the overall job description.
Step 2: Create a job title that corresponds with your keyword lists
Remember that a position title you have for a job description may be different than what your company or client calls that same position in the workplace.
Many different businesses and industries use the term “Account Executive” for employees, but the job title should be more specific when you’re posting an opening online. If you want to include “Account Executive” in the title, try to add some more descriptive words in front of it like “Real Estate Marketing Account Executive” or “Regional Advertising Sales Account Executive.”
You can make the title portion even more specific by adding details such as “Part-Time” or “Commission Based” at the end (if it’s applicable).
To help with keyword usage in your job title or job description, make sure you don’t use abbreviations for important words, like “Vice President” instead of “VP” for example.
Step 3: Edit the job description
Since you already wrote the job description to help you decide which keywords your should be using in the job title, it’s time to go back and edit.
Remember, a job description is basically like a sales pitch to potential employees. It represents your brand or client, so don’t skip out on the editing process.
Imagine your dream candidate who goes above and beyond all of your expectations. Imagine how the job description would sound to them. It should make them want to submit their resume and apply right away, and if it wouldn’t, edit accordingly.
Although they will vary depending on industry and personal preference, here are some tips for writing job descriptions overall:
- Avoid trying to sound cool. It will come of as sounding cheesy, which will lead you to pile of cheesy resumes, cover letters and interviews to get through. Your brand or client’s brand should speak for itself.
- Keep it in perspective. Yes, you want a job description to effectively appeal to the best applicants possible, but don’t make it sound like a job only a super hero would be able to do well. You don’t want to scare off candidates that could potentially be a good fit because they’re missing two out of the 30 requirements you listed in the description.
- Prioritize. Instead of listing dozens of must-have qualities for applicants, list the top requirements that are absolutely necessary. Then, you can eliminate applicants from reading resumes and interviewing instead only having a handful to choose from because you didn’t get variety of applicants.
- Show value. What are some benefits to employees that work for your company? Do you offer paid vacation days or a casual work environment? Let candidates know what sets your company apart to encourage more people to apply to your job posting.
- Update job descriptions. If your company or client has been using the same job description for the past five years, or even eight months if the company has been growing, you’ll want to update it. As the needs of the company, department or team change, the job description to get the best candidate should change as well.
Once you get the best candidate for a job, make sure you can pay them on time. Invoice factoring makes it possible for your business or staffing agency to cover payroll.