Writing a job description may sound simple, however as we become increasingly more aware of the scarce pool of quality applicants looking for work, we must ask ourselves how adjusting a job description can better help us to attract quality candidates.
For those who are looking or browsing it’s important to look at how we as companies can work to attract quality candidates by highlighting our strengths.
Below we have written some pointers on writing a successful ad:
If this is a pre existing role that has opened up take the time to reflect on why it has opened up and if there are any changes that can be made moving forward.
Do some market research and take a look at other companies you admire that are hiring similarly, what are they offering that you could also include? What is the going rate for the role and can you offer anything more?
When writing a job ad, focus on what sets you apart as a company, make sure there is input from the team in question.
For example, if there is an external HR force working to write the job ads it may help to work directly with the team who are looking -to make sure this authenticity comes through in the ad itself.
Write about the company foundations, we want to know what sets you apart from the others! Did the owner start as a chef way back when- before building the company, how did the company start?
The title, make it snappy
When writing an ad make sure the logo and title represents the company well. Use a clear strong image that will stand out on the website. The title should be indicative of the job, feel open to using creative and fun language in the title (gone are the days of uptight job ads!). i.e. Creative chef in fun workspace or Pastry chef fanatic – day time hours!
Is the job realistic?
Think about the salary you are offering and what you are expecting.
Write the ad, take five minutes away from it, return back and read it through as an applicant.
Are the responsibilities off putting for the pay? Are you adding in unnecessary expectations? Does this overwhelm potential applicants?
Who does your copy attract?
Listing a mountain of responsibilities may lead to a mistaken perception of the hiring process. This can be off putting for everyone
When applicants research your company who does it appeal to? Does the content overly appeal to a specific gender?
Does the content feel inclusive to people from ethnic minority backgrounds?
What about mothers or those with mental health issues, will they be supported in the role, and do you put any measures in place to assist those who need any help?
The above can be considered when looking at the imagery you are putting out, think about how the company is represented.
What does your social media say about you? Are you putting enough resource into building a reputation that attracts quality candidates?
Those in our network listed the following as the top 3 most important qualities they look for when searching for a job (in no particular order):
– The pay
– The restaurant reputation/ food
– The working environment
Remember, you can go back into your account and edit the job description at any time. Wishing you the best of luck on your search