Hiring? 5 Ways You Can Make Your Job Post Attract the Right Candidate (Infographic)

Cut hiring costs and time spent by your HR team with a little bit of prior planning.

Writing a job description is like writing a high school essay. It’s all about the plan. Once you put the thought and effort into creating a skeleton of what you want, the rest falls into place achieving the exact result you wanted. 

We’ve cut down to the basics to give you the information you need to write the perfect job description. Find the exact skills and attitude you need to get every aspect of your project executed flawlessly - and efficiently. 

1. The Right Anatomy
The following components should be included to communicate the necessary information for the applicant.

Clear job or position title. 

Classification Title, Business Title and Department.          
Job Department and Organizational Structure
A sentence describing the 

  • Department the job position is in and the
  • Relationships within the sector, including interactions and relationships,
  • The reporting system, up and down and internally and externally.

A Summary of the Position. 

One or two sentences to 

  • Summarize the purpose of the position and a brief statement of the responsibility that comes with the role.
  • Talk about the duties to be performed, results to be achieved or key contributions to be made.

Skills and Required Training 

The minimum qualifications for the position including

  • Required skills, work history, knowledge, training, language and personal qualities. 
  • Education, degrees and certifications.
  • Qualities or attributes that will set the candidate apart. 

2.  Internal Communication

The majority of us have been witness to bad communication between departments when going for a job. That is when it's obvious the person conducting the interview has a different set of criteria for a candidate than what was advertised in the job posting. To avoid this happening it's important that before you even begin writing the advertisement, to sit down with the department head and figure out EXACTLY what they are looking for. Another thing to bear in mind is to describe the position as it exists today – not how it was in the past or how it may look in the future.

 Communication is key and using it will save a huge amount of time. Trust us. 

3. Sell your Company's Values. 

This aspect of the job description is more important than some people would think. A well articulated company description lets potential hire know exactly what your company does. They can immediately tell if they will align with your company values and fit in with your corporate culture, weeding out those who aren’t interested in what you do. 

To do this clearly outline what your company does and why somebody would want to work there. This should be between 3 - 5 sentences. Include your mission statement, your company values, company growth statistics and what the team and company culture is like on a day to day basis.

4. Use The Right Language

It’s important to keep in the back of your mind that a job posting is an advertisement. The aim is to sell the position to the right person and to get them excited about your company. The tone is vital to attracting top talent. Therefore keep the language and tone aligned with this concept using engaging words and maintaining a neutral gender for the posting- while keeping the messaging clear and concise. 

Another thing to keep in mind is to say less about the personal characteristics you desire and more how the personal qualities can help achieve the specific responsibilities of the job. It doesn’t matter if the person is “hardworking”, what matters is that they are the hard worker you need to get everything done. 

5. Be Specific about Location, Salary and Benefits 

Make it very clear whether you require someone to fill a full-time or a part-time position and for how long you wish the position to be filled. Is it for maternity leave, help on a campaign or are you interested for the long term? Write it down. 

It’s also essential that you list the location of the role to ensure that you’re getting people who are a) in the area and b) have the means to get to your location. If you don’t have an exact amount, include a salary range which leaves you room for negotiation. Benefits have also proven themselves to attract top talent, so include as many benefits as you can such as number of paid vacation days, pension plans, medical insurance coverage, sporting tickets, travel reimbursement. Anything that will attract attention. 

Bonus Tip. 

The advantage on posting on 2PS is that your experts have already been interviewed by our team and deemed quality. They’ve already worked at big companies and on big projects and know exactly what they’re doing. 

Click here to post a job on our platform. We’ve done the first interview for you. Now you just have to write the job description and find what you’re looking for.

Any thoughts? What's one of the biggest hiring blunders you’ve been witness to? 

extension HR Strategy