What do you do if your job descriptions aren't attracting candidates?

Here's a wild idea: Stop making them sound like you're looking for a superhero with the skills of a brain surgeon, the patience of a saint, and the willingness to work for the salary of a fast-food intern. Seriously, companies expect you to have 10 years of experience before you're 22, speak 5 languages, and be proficient in software that was invented last week. And let's not forget the classic "entry-level position" that requires 5 years of experience and a Nobel Prize. If you made your job descriptions a bit more human and a little less like a wish, you might get some more bites. *** Lastly, just to troll my TA "Frandz," if you aren't getting candidates, kill the ATS because more than 75% of resumes are auto-deleted by the ATS.

Make sure the job description is clear , concise and realistic!! Stop asking for 4 or more years of experience when it’s an entry level position Post “clearly” wether you are hiring #remote which is 💯 % WFH, #hybrid which is couple of days in office or completely #onsite Put the exact location and post the salary range (Yes, post the salary) what a concept right ? Post how long is the interview process and for everyone’s benefit please make it less than 4-5 interviews and hire immediately the candidate that has 65-70 % of what’s needed, train on the rest Use referrals ( I’m sure everyone has people working already) use referrals If this doesn’t work, make the JD better!!

If your job descriptions aren't attracting candidates, it's important to revise the content, change the format. Make sure to mention the benefits & career growth opportunities rather than listing down the job requirements & responsibilities. Make the job description attractive by highlighting companies work culture.

Review and Update Job Requirements: Ensure that the qualifications and requirements listed in the job description accurately reflect the skills and experience necessary for the role. Focus on Selling Points: Highlight the unique aspects of the job and your company that make it attractive to potential candidates. Use Clear and Engaging Language: Write the job description in a way that is clear, concise, and engaging. Use Clear and Engaging Language: Write the job description in a way that is clear, concise, and engaging. Avoid using jargon or overly technical language that may deter potential candidates.

Make them less formal. Update them to today's form of writing. They haven't changed the format of job descriptions in over 30 years. They are clunky at best.

First, make sure the description is not a copy and paste of the HR description provided. Is the job title relative and searchable for your target? Are you selling the perks and benefits first? Are you listing out only the key skills / responsibilities in 6 bullets or less and do those key items match any AI that supports your process? Is the salary range listed and realistic? A job post needs to speak to candidates, be short and concise. Searchable and relatable. And should also be the last thing you do in seeking candies who probably are already in your ATS or within your outreach network!

Your description of duties and responsibilities and opportunities of the role needs to sound enough like similar jobs to be recognized as such. Save the fluff, flowers, and self-flattery for the rest of the posting. Keep it direct and balanced.

As a recruiter, it's crucial to recognize that if your job descriptions aren't resonating with candidates, it's time to rethink the content. Always keep in mind that a job description serves as much as a marketing tool as it does a list of qualifications. This is why developing relationships with hiring mangers, HR and clients are vital.

Why aren't our job descriptions attracting candidates? Do we have data? Leaving this aside, an interesting option would be to align yourself (as a recruiter) with the experts (technical team) to co-create and design the job description.

If your job descriptions aren't attracting candidates, it may be time to reassess and optimize them. Here are some steps you can take: Review and update the job description: Start by reviewing the existing job description and ensure that it accurately reflects the role's responsibilities, requirements, and expectations. Update any outdated or irrelevant information. Consider whether the language and tone used in the description are engaging and appealing to potential candidates. Make it clear and concise: Candidates often skim through job descriptions, so it's important to make the content easily scannable. Use clear headings, bullet points, and short paragraphs to present information in a concise and digestible format.

Formatting job descriptions for maximum impact: Use Bullets & Headers: Break down the text with bullet points and bold headers. This makes it easy for people to catch the main things. Highlight What's Unique: Showcase the cool stuff, like unique benefits or exciting projects, right where people will see them first. Include Key Responsibilities: Clearly outline the main responsibilities of the role. This gives candidates a clear picture of what's expected. Set Expectations: Be transparent in terms of qualifications, experience, and skills. Use Engaging Language: Write in a tone that reflects your company culture and values. Provide Application Instructions: Clearly state how to apply

There definitely has to be a standardized format of Job Descriptions across the organization. However Job Descriptions should not be too fancy at times. It should cover all the basic elements such as Designation, Reporting Authority, Working Days, Shift Timings, Job Location, a brief about the organization, a short summary of the job role, actual roles and responsibilities (no faking or over commitment or under commitment), KSA (Knowledge, Skills and Attributes) required for the job role. In a nutshell, the most important part is to actually pen down how a day of the candidate would look like.

How to format job descriptions that stand out: (3 key steps for clarity and appeal) (1) Use Bullets & Headers Break down the text with bullet points and (bold) headers. This makes it easy for people to scan and catch the important parts. (2) Highlight What's Unique Put the cool stuff, like unique benefits or exciting projects, right where people will see them first. Make your offer hard to ignore. (3) Keep It Organized A clean, well-organized layout invites readers in. It helps them quickly find what they need to know and might just make them want to apply. An inviting job description is your first chance to impress. Make it count and watch the applications roll in.

Consistency is king! Experiment with formats until you have something that is easy to read and flows well. I generally avoid long lists of boring bullet points that no one will want to read. Whatever format you decide upon, try to stick with it. Candidates will start to recognise posts from your company this can help with creating a good brand image.

the Optimization Keywords is the key Use relevant keywords in your job postings to improve visibility on online job boards and search engines. Think about the terms that candidates might use when searching for jobs similar to the one you're offering.

Optimizing job descriptions is crucial for attracting higher quality candidates, reducing recruitment costs, and enhancing diversity. Striking the right balance in length is key: provide sufficient detail to engage potential candidates while avoiding an overload of information that might deter them from applying. Additionally, it's vital to scrutinize the language used in job descriptions. This involves removing any biased language, avoiding company-specific jargon that might be unclear to outsiders, and steering clear of generic corporate terminology that fails to convey the unique aspects of the role and organization.

Here is a format i use to catch candidates - Core headline outlining Company, Industry, Location, Tech stack, Tagline EX AI dev - Skynet - AI Defence - Silicon Valley Startup - ChatGPT, PHP, COBOLT - Build AI infrastructure for new military projects🤖 - 3 Headlines questions to candidates about the roles to Eye-catch 👀 - A bit about the company and where they are going/Stage of their current journey or what they do (Include some core numbers or USP) - include a short bit about why the role is coming into play (Tech Stack if relevant) - Role! Here you can include * what a day looks like * what success or the role looks like 6-12 months in * Responsibilities/growth or impact areas Requirements split into Need and Nice to Have! CTA

Optimise format is important, a lot of candidates access the description from their phones and lengthy articles might not be the best. Lengthy articles could also mean that some important may be lost as people usually skim through lengthy text.

To effectively attract talent: Utilize Custom Platforms: Use LinkedIn, Indeed, and WhatsApp/ facebook groups for referrals to reach a wider pool of candidates. Tapping into their networks for potential hires. Customize job descriptions and messages for each platform to resonate with the specific audience. Continuous Market Research: Stay updated with ongoing market trends and conduct surveys to understand candidate preferences and expectations. Adapt Strategies: Use insights from market research to refine recruitment strategies and tailor offerings to match candidate demands.

Ensure the description accurately reflects the role and its benefits. Emphasize unique perks, growth opportunities, or a great work environment. Also advertise on various platforms and consider using recruiting agencies and dont forget to ask for input from current employees or candidates to improve the description.

When tailoring a job description to the target audience the following points are the foundation for a JD to be successful -Research demographics and preferences. -Customize language and tone. -Highlight appealing benefits. -Address potential concerns. -Emphasize cultural fit and values. -Share success stories. -Use visuals to enhance engagement.

Crafting job descriptions that resonate with the target audience is key to attracting top talent. Start by understanding the skills, qualifications, and aspirations of your ideal candidates. Tailor your language and examples to speak directly to them without company specific jargon. Considering the platforms where your desired candidates are most active and post your descriptions there. By aligning a job description with their expectations, career goals, and including the value proposition of why someone would want to work for you will help correct a job description that isn’t attracting the applicants you’re looking for.

Engage with Passive Candidates don't just rely on active job seekers. Reach out to passive candidates who may not be actively looking for a new job but could be interested in the opportunities your company has to offer. and that's mean you need to work also on building a strong employer brand that highlights your company culture, values, and benefits. Potential candidates are more likely to be attracted to companies that have a positive reputation as employers.

Recruitment is about many things, but one crucial aspect is showcasing your company's appeal as an employer. To attract your target audience, develop a specific understanding of their motivations. You should be able to answer: Where are they working now? What might be their frustrations ("pushes") that would make them consider leaving their job for something else? What excites or motivates ("pulls") them in their careers? From there, you can highlight what sets your company apart, focusing on those specific pushes and pulls. Then, ensure that your job postings reach your ideal candidates by promoting them in the online spaces where your target demographic is most active.

In the realm of recruiting, precision is paramount. Crafting job descriptions that resonate with your desired candidates is key to attracting top talent. Utilize platforms frequented by your target audience and tailor your language to mirror their aspirations and experiences. This approach ensures your job postings stand out amidst the noise, effectively capturing the attention of the candidates you seek.

It's important to address our target candidates directly. We must consider the platforms they use for job searches and ensure our language and examples align with their preferences and goals. This may require a deeper analysis of our company's offerings such as perks and work environment. However, attracting them lies in effectively communicating these offerings. Word choice is everything when it comes to attracting the right candidates.

You want your job descriptions to resonate. Here are 3 strategies to keep in mind: (1) Know Your Audience Understand who your ideal candidates are and what they want in a job. Use language and examples that speak directly to their experiences and goals. (2) Choose The Right Platforms Post your job descriptions where your ideal candidates are likely to see them. Different roles attract different audiences. (3) Align With Their Goals Make sure your job description reflects the career aspirations and expectations of your target audience. By speaking directly to the needs and desires of your ideal candidates, you'll not only catch their attention but also inspire them to take the next step. → You want candidates to take action

When drafting a job description, aim to captivate potential candidates. Include important information such as salary and benefits. Highlight the exciting growth opportunities the role offers. Describe the day-to-day responsibilities in a compelling and exciting manner instead of a mundane checklist. Infuse your job description with the essence of your company culture. Showcase not just the job requirements, but also the values and atmosphere that define your workplace. Remember, job seekers are evaluating your company as much as you're evaluating them, so present the opportunity as a mutually beneficial partnership. Don’t be the company with the “you would be lucky to work here” mindset.

Candidates want to know about benefits, PTO, work-life balance...etc. That's what really attracts people. That's exactly what I look for in a job description, besides the job duties.

In today's competitive job market, showcasing your company's unique strengths is crucial to capturing top talent. Highlighting aspects like a vibrant culture, exciting projects, or outstanding growth prospects in job descriptions can set your organization apart and attract candidates who resonate with your values. This approach not only attracts talent but also ensures a better cultural fit, contributing to long-term success and employee satisfaction.

In recent times, working flexibility’s company benefits as well as salary packages are huge determinants to whether a candidate is interested in a role or not. These factors may change with time but definitely important to incorporate. It is also crucial for a business to describe who they are, inform the public on their unique selling points in order to attract the best talents.

To refine job descriptions effectively: Engage Current Employees: Solicit input, particularly from recent hires, on what aspects of the role attracted them. Seek Insights from Candidates: Gather feedback from candidates who opted out after reviewing the job description to understand areas for improvement. Continuous Improvement: Use gathered insights to iteratively enhance job descriptions, ensuring they evolve to meet candidate expectations. By establishing a feedback loop, you foster a culture of improvement and ensure job descriptions remain compelling and competitive

Building better job descriptions through feedback: (1)Talk To Your Team Ask your current employees, especially the newly hired ones, about what caught their eye in the job description. Their insights can reveal what works. (2) Get Insights From Candidates If you can, find out why some candidates decided not to go forward after reading the job description. This feedback is gold for making necessary tweaks. (3) Iterate & Improve Use all the feedback you get to continuously update and refine your job descriptions. Keeping them fresh and relevant attracts the right talent. Leveraging feedback turns good job descriptions into great ones.

You are not the best person when it comes to writing adverts. In fact, no one person is. An advert intended to appeal to a wide range of people should be reviewed in the same way. Share a draft around your organisation, get feedback, make changes. You'll end up with an advert that is a lot more representative of your businesses culture.

So much of what makes a job description work is typically not shared. We put together a document that includes not only the technical needs, but why is it a dream job and why would you want to work for this company. It’s all of this information that makes the description effective…and a better informed decision for the candidate.

To begin with if you post a "job description" you are going to have problem. You need to post a "job ad." It needs to be short and highly engaging. The longer the ad the more people will self-select out, especially underrepresented candidates. There are multiple perspectives on how to do this, but you need to get people interested in applying, not scare them away with a long list of requirements.

Understand if it is really the JD or something else that is hindering the applications, it can also be 1. Niche requirement: Maybe the skill sets required for the job are unavailable in the market 2. Negative Company Reviews: A lot of people check company reviews before applying for a job, if there are too many -ve reviews about the organisation it may also affect the hiring process 3. Incorrect platform: The platform where the job is posted may not be very relevant for the kind of profile required by you If the above is ok then maybe you may need to check if the JD is 1. Over demanding 2. Seems superficial 3. Skill sets required and corresponding designation or CTC not matching 4. Has errors

Update job descriptions with clear, engaging language Highlight benefits, opportunities, and company culture Use relevant keywords for search optimization Post on multiple platforms Seek feedback for further improvement

Pay more. Reveal the pay Make the pay worth applying for the job. 3 paragraphs about how great the company is and how much money they have is not a selling point.

Seek out where the talent are! They won't find you on your website! LinkedIn? job site? Community? Meetup? Discord? Slack group? Go where talent is and get your managers engaging with the talent pool you are looking for! A bit of content goes a long way, especially if your relevant line managers inject it straight into the community!

Don't be a stranger - Include contact details. Allow the option for those candidates that want to reach out, ask questions and make themselves known. Don't be a faceless organisation, open up and encourage conversations with people.

I would recommend researching the top performing companies and job ads related to your requisition. Outside of standard research, Indeed and other platforms have the ability for you to request a list of the highest performing ads in your space. Once you have these examples, you can rebuild your ad to reflect the format of the higher performing ad. Another method is to format your ad to reflect what YOUR company can do for the job seeker, compared to just listing a ton of requirements and what you're needing from a candidate. List the pros of your company, why the job seeker would enjoy working with your organization and the benefits that can be added to their professional life by joining the team.

As a candidate, I shied away from any ad for an engineering position that listed so many skill and experience requirements and responsibilities that I knew from experience, that no one could have them and also perform all at a high level. In the ad be sure that the hiring manager is not allowed to list EVERY possible required skill and responsibilities that his whole team performs.

Maybe the job market isn't what you think it is. Maybe you've used a job title that doesn't make sense. Maybe you should put your recruiter to work sourcing the role instead of waiting for applicants.