No job is the same then why should job descriptions be generic. These days, many job descriptions are scaring candidates. To avoid this, you should know what a job description should have and not have. In this article, let us now investigate this topic so that the job description attracts more candidates. Confusing job title: Trying to make old job titles sexier and appealing is not a bad bet, but have you elucidated the title. A mere catchy title with no proper job functions can turn into a nightmare for recruiters. So, instead of focusing on rewriting old job titles into new ones, focus on being specific and clear. Along with the job title, ensure the candidates can know what you are looking for. It is very much important, especially when you rename a title or use a newer title that many people aren’t aware of. Not having personality: Personality here is of your company culture, vision, and mission. Try to explain what actually your company is and what you are looking for in a candidate. Said this, don’t jargon much. All about the employee: A job description, as said above, should not only talk about what a company wants, it should also say what your company is. In the hunt to find a correct person, never write and say more about what you’re looking for in a candidate. Restrict it to what the job role is. Do not do the mistake of overwriting. Always keep in mind, a job is not only a necessity for a job seeker, but it is also a necessity for the job giver. Just sketch what you need and leave it, don’t exaggerate. You should even focus on why a candidate will benefit from joining a company instead of focusing on what a company wants. A job description should meet the expectations of future employees, and for this to happen, just describing what you want will not do the trick. It is a ‘give and take’ world, so let’s be careful and consider applicants also as they have some expectations about the company they may work for. Not being legally complaisant: Forego sexiest or ageist descriptors at all costs. Think of “energetic” in place of “young.” In the same way, in place of using waitresses and waiters, use an inclusive word like “servers.” Sometimes job descriptions ignore this simple fact and, these will bring unwanted troubles if something misfires with the law of a country. Not having salary: Often, salary is quoted as ‘negotiable’ or ‘industry standard’ or ‘as per experience’. Now, what are these? They are words that put the candidates in doubt. Don’t be vague about this, mention clearly what your CTC is so that you get only the proper and right candidates who wish to work for the quoted CTC. Spelling & grammar errors: These alone are enough for the candidates to shun away your job post. A job description full of grammatical and spelling mistakes can easily lessen your chances of getting high-end applicants. Employees, these days, are in a no-hurry mode. So, let's be careful and avoid such minor mistakes which ultimately ruin the job value itself. Improper application forms: Either a too short application form or too long application form will scare the people. Ensure the application form has only necessary columns, and don’t ask for too much information to be filled. Keep all the above information in mind to make your job description or application meet the standards of yours, and the candidate standards. Tags: job description, job description writing tips, engaging job descriptions, good job descriptions
