December 9, 2023

A good job description is invaluable in the hiring process. Many recruiting leaders struggle to create job descriptions that attract the right candidates. What should you include in your job description to generate interest and find the best candidates for the role?

In this article, learn from members of the Duffy Group how to write a compelling job description to attract the right candidates. You’ll discover practical strategies for creating job postings that effectively communicate job responsibilities, qualifications, and company culture, leading to increased interest and better hiring results.

The “hiss” of the development company

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Recruiting leaders typically begin the hiring process by developing a mechanism for job descriptions. However, unattractive job descriptions often fail to tell a compelling story about the position’s value. There are several steps to increasing awareness and interest in your posts.

First, cultivate the vitality of the company. By expanding the exciting features of the job, the fizz is a true representation of your company, making it possible to resonate with the right candidates. It begins by establishing a framework of key questions for the hiring leader.

At Duffy Group, our framework is built during strategy development, the first step in the recruiting research process. Before marketing any position, the recruiter asks targeted questions and works with the hiring manager to assess the situation for the new role. The aim is to expand the duties and responsibilities of the job to create buzz and bring the job description to life.

Another essential factor is ensuring that the hiring process can quickly identify applicants with the right motivation and focus them on the attractive characteristics of the job as quickly as possible.

Georgia Musgrave is Vice President of Strategic Initiatives for The Duffy Group. She educates leaders on the value of “passive talent” as a way to attract the best human capital to their companies.

tell a story

Recruiter/hiring manager on laptop creating job description

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I recently met with a group of HR and talent leaders at a conference. One of their common pain points is not posting job descriptions that entice candidates enough to apply. They’re looking for ideas and don’t make their job description seem as mechanical as the job duties and requirements listed. I started asking them questions to learn more about the whole opportunity, not just the day-to-day responsibilities and requirements.

Examples of questions to include in addition to salary, bonuses, and benefits:

  • Describe the company culture, style, values ​​and attributes of the people who succeed here.
  • What are the company characteristics that attract candidates to join?
  • What are the key strategic questions you are working on?
  • What is the background of the hiring manager?
  • What makes this group attractive to potential candidates?
  • How does this group differ from similar departments in other companies?
  • What is your leadership style and approach?
  • Will the position be remote or hybrid?
  • Is this job a newly created job?
  • Is there a direct report? How many are there and what are their titles?
  • What career development opportunities are there?

Posting job descriptions in writing is quick and easy. I suggest that telling a story about the entire opportunity will give candidates a reason to be interested and apply.

Sharon Grace A senior executive search executive at Duffy Group, she has a proven track record in recruiting, identifying and evaluating talent as a strategic partner and consultant, helping recruiting leaders hire great talent.

Use the “Location” section

job description concept

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If you want to hire the best talent, then you need to make sure you have the best job description to share with candidates. Job descriptions can be used to attract active candidates by using them in job postings, but when recruiting passive candidates, you need a job description that grabs their attention. The job description should include information about the company, the position, requirements and, if the position offers relocation, the location.

Many recruiters and hiring leaders neglect to leverage the “position” portion of job descriptions to attract candidates. It is important to include a location section with the address, and a good description of the city and state. It’s important to do some research on the location. Chambers of commerce and travel websites are great resources. Make sure to describe the location in a way that candidates can imagine themselves relocating there.

We’ve had a lot of success in places where the reputation isn’t necessarily “attractive,” but when we highlight positive attributes and share data, stats, and even photos, we’ve been able to hit the ground running in traditionally hard-to-hire locations.

Corinth is the Practice Leader of the Duffy Group. She specializes in recruiting executives in the nonprofit and healthcare sectors.

Share Salary and Benefits

A recruiter/hiring manager on a laptop writes a job description

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Job descriptions can be very detailed, including a long list of duties and required skills. Disclosing and promoting compensation and benefits in your job description can be a valuable recruiting tool and make the entire process more efficient.

Here are five things to consider when sharing compensation and benefits in your job description:

  • Compensation is often the top concern of job seekers when looking for a job. So if they don’t find the salary information they’re looking for, they probably won’t waste time reading the job description.
  • Salary transparency (now required by law in some states) saves recruiters the time and effort of finding candidates who would never take the job, as candidates self-opt out when the pay is too low.
  • When companies are more candid about pay, it can help build trust. Candidates feel more respected and apply more when more information is available.
  • Compensation is more than just salary. List all your benefits and perks—some will resonate more than others, depending on the candidate.
  • Out-of-the-box examples: signing bonuses, stock options, flexible work schedules, mental health benefits, learning and professional development, ERGs, volunteering, dress codes, PTO, vacations, gym memberships, and pet insurance.
Kristen Posen is a research recruiter and former HR recruiter at Duffy Group.

Emphasis on company culture

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Think back to high school and your English teacher graded you for stuffing your essays with clichés. Well, this happens with job descriptions too. “Work hard, play hard”, “Fast paced environment” and “We are all one big family”. Candidates who read them lose their meaning.

In Duffy Group job descriptions, we emphasize our core values. One of our core values ​​is to promote work-life balance. Our work-from-home program gives our team members the flexibility to manage their day-to-day activities and provides the tools to run day-to-day operations through home office support. The result of this benefit is increased productivity, team member satisfaction and retention.

Make sure your social media supports your company culture; candidates are checking your website and social media to make sure you walk the talk when it comes to culture. Your job description is part of your story. You want candidates to be curious to learn more about your company.

Catherine Duffy Founder, CEO and President of Duffy Group. The company’s vision is to elevate recruiting research as an alternative to ad-hoc and reserved searches. Since its inception, Duffy Group has been a remote workplace and a culture of work/life harmony.

Need help recruiting talent for your organization?Check Duffy Group today.

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