Mistakes to Avoid in Job Descriptions
“Time spent on hiring is time well spent.”
Recruitment is both a science and an art, involving many stakeholders. The hiring process has different stages including requirements, job descriptions, sourcing, interviews, offers and joining.
Job Description is one of the key components of the hiring process. Why? As it is a common thread that connects every stakeholder involved in the process, including the company, recruitment agencies, technical teams, and candidates. A job description contributes towards a seamless hiring process, yet a few mistakes can hinder the process. This blog talks about the common mistakes to avoid in job descriptions and provides a probable solution.
3 Common (and Costly) Mistakes In JD's That Will Hurt Your Recruitment:
1. Copy/Paste:
Oh, we're again hiring for the role with the same title. We'll use the same job description as the last time, Ctrl+C/Ctrl+V, and job posted. This is a typical JD preparation practice leading to the trap of ineffective hiring. JDs shouldn’t be based only on the job title. Once the respective team provides a JD, the Recruiters should review the purpose behind the opening, ensure the JD is not generic, and modify it, if it has been copied verbatim. Always post a JD that is most relevant to the requirement.
Case:
Consider you closed a Java developer position last month; a new position has opened in a similar domain. Though the job title is similar, this time the requirement is for a different project. So, the general practice of job posts with generic JDs must be avoided. The recruiters must discuss with the respective team and understand the requirements for their project and update the JD according to that. This will help you in recruiting talent most suitable for the role.
Don’t copy old JD as it is! (Image by storyset on Freepik)
2. Surreal expectations:
In search of quality talent companies tend to be duly ambitious. The respective team providing the JD writes a broad list of superset skills. However, the right expectations are set by focusing on the skills relevant to the position's needs. Also, while deciding the budget, the recruiters should educate the management about the current industry salaries, this will help to set the right expectations in terms of salaries too. All this implies that you have already filtered some of the applicants who might have cluttered your hiring process, giving you an edge in the search for the desirable candidate.
Case:
For a new project, the company is looking for a Java developer with practical micro-services experience. Make sure the JD specifically demands the 'must have' micro-services skills along with the relevant java skills. Exclude the skills not relevant to the position and give less priority to skills that can be learned on the job. Additionally, ensure that the salary offered is as per the industry standards.
I’m aware of the industry standards! (Credits: Jeff Altman, The Big Game Hunter's Blog)
3. An attractive package is enough to hire talent:
“Our company’s name and salary offered is enough to get us the best talent”, somehow this worked back in the 'Age of Extremes'. However, in the current age, the belief or approach that offering a good package is enough to hire talent is outdated. In addition to monetary benefits, candidates now focus on work satisfaction and company culture. The recruitment process is demanding a candidate-centric approach.
The type of work the candidate will be doing, the opportunity for technical growth, and the company's vision, core values & culture must all be highlighted in the job descriptions.
Case:
While comparing multiple offers, a candidate is inclined to the offer that aligns with their aspirations. So the JD must showcase your firm's culture, the kind of work the candidate will be involved in and the advancement expected with the projects.
There should be fewer pain points in the process by avoiding these common mistakes.
Why focus on the Job description? An apt JD is a savior to your hiring challenges!
Fewer candidates to process
Reduced time to close open positions
Resources utilized efficiently
We have published a secret ‘Magic Formula’ for an Apt JD in our blog! Follow the link to read more.
So, be it a recruitment agency or a recruiter, focusing on the basic yet fundamental aspects will always lead to a reliable structure for your hiring funnel.