How to Write a Job Description that Attracts Top Talent

The HR Recruitment market is becoming increasingly competitive, and businesses need to go the extra mile to attract top talent. One way to do this is by writing a job description and job advert that stands out from other opportunities. 

In this article, we explore the essential elements that you need to include in a job description and advert to attract the best candidates.

Define What Good Looks Like

Before you begin writing your job description it’s essential for you to be clear on ‘what good looks like’ for this role. What are your expectations of your new hire and how will they know they’re doing a good job? This process is really important for being able to assess candidates against a consistent framework when they enter your recruitment process.

Know Your Target Audience

Next up, you need to understand your target audience. Who are you trying to communicate with? This will help you tailor your job description to ensure it attracts the type of candidate you’re looking to hire. 

Use Clear and Concise Language

Your job description should be easy to read and understand. Avoid using jargon or technical language that the average person may not understand. Use short, clear sentences that get straight to the point.

Focus on Your Unique Selling Points

What information can you include that differentiates your role from other job opportunities? What makes it unique? What makes your company stand out? What would excite a potential candidate and make them want to explore the role further? Before regurgitating the standard company one-liners, put yourself in the candidate’s position and think about what details would really get them excited to find out more about the role.   

Provide an Overview of the Role

In the opening paragraph, provide a brief overview of the role. This should include the job’s purpose, the main responsibilities, and any key qualifications or requirements.

List Specific Responsibilities

Provide a detailed list of the role’s responsibilities. Be specific and use action verbs to describe each task. This will give candidates a clear understanding of what is expected of them.

Highlight Required Qualifications

List the qualifications and requirements that are necessary for the job. Be specific about the level of education, experience, and skills required.

Mention Company Culture and Values

Include a brief section that describes your company’s culture and values. This will give candidates an idea of what it is like to work for your company and whether they would be a good fit.

Detail Your Benefits and Perks

Candidates are often attracted to jobs that offer a good benefits package. Be sure to include any that are relevant to the role, such as health insurance, pension schemes, or flexible work hours. For example, if you offer a best in class parental leave policy, then make sure you refer to this in the job description and advert. This is a detail that really would set you aside from your competitors.

Use a Call to Action

At the end of your job description, include a call to action. This should encourage candidates to apply for your role and provide clear instructions on how to do so.

Avoid Discriminatory Language

It is essential to avoid discriminatory language in your job description. This includes anything that could be considered discriminatory based on race, gender, age, or other protected characteristics.

Proofread and Edit

Before you publish your job description, be sure to proofread and edit it carefully. This will help you catch any typos or errors that could make your job description appear unprofessional.

Summary

Writing a job description that attracts top talent requires careful planning, attention to detail, and an understanding of the target audience’s needs and wants. By including essential elements such as an engaging title, specific responsibilities, required qualifications, company culture, and benefits, you can create a job description that stands out from the rest and attracts the best candidates for the job. Remember to proofread and edit carefully, avoid discriminatory language, and provide clear instructions on how to apply.

FAQs

How long should a job description be?

A job description should be long enough to provide a clear understanding of the role’s responsibilities and requirements but short enough to keep the reader’s attention.

What is the best way to highlight required qualifications?

Use bullet points to list the required qualifications and be specific about the level of education, experience, and skills required.

Should a job description mention salary?

This is up to the employer, but many job seekers appreciate having an idea of the salary range for the job.

Can a job description be too specific?

Yes, a job description can be too specific. It is important to find a balance between providing enough detail to attract qualified candidates and being too specific that it limits the applicant pool.

How important is the company culture in a job description?

The company culture is an essential aspect of a job description. Candidates want to work for a company that shares their values and beliefs, and mentioning the company culture can help attract candidates who are a good fit for the job.

The Benefits of Working with a Specialist HR Recruitment Agency

One of the main benefits of working with a specialist HR Recruitment Agency is their in depth understanding of the specific HR industry and the types of roles and candidates that are required.

This means that they are better equipped to match the right candidates with the right roles, resulting in a better fit and a higher chance of success for both the candidate and the employer.

Another benefit of using a specialist HR recruitment agency is that they are likely to have access to the latest technologies and recruitment tools, such as applicant tracking systems, online assessments and virtual interview platforms.

These technologies can help to streamline and automate recruitment processes, making the task of finding and hiring the right candidates much more efficient and effective. Furthermore, a specialist HR recruitment agency will have a larger database of qualified and skilled candidates, which can save a lot of time and effort for the employer in terms of recruitment process.

Additionally, a specialist HR recruitment agency will have a dedicated team of recruitment experts who are well-versed in the latest recruitment trends and best practices. They will be able to provide valuable insights and guidance to employers throughout the recruitment process, helping to ensure that the right candidates are identified and hired.

This can also be beneficial for the candidate as the specialist agency will be able to provide them with guidance and support throughout the recruitment process, helping them to understand the company culture, the role and the expectations.

In conclusion, using a specialist HR recruitment agency that utilises the latest technologies can bring significant benefits when compared to using a general recruitment agency that employs more traditional recruitment practices.

Why Choose PEEQ HR Recruitment Agency?

The average fill rate amongst HR Recruitment Agencies is 46%, but at PEEQ our average fill rate sits above 90%, So you are twice as likely to make a hire if you choose PEEQ

This is due to two reasons:

Firstly, we only partner with our clients on an exclusive basis, so we ‘own the responsibility’

Secondly, we don’t employ recruiters. Instead, we work with trusted and proven freelance HR recruiters, to hire for our clients.

We give them the tools and infrastructure to be successful, and the rest is down to their magic and experience. Our Associates are not employed by us and only get paid for making a successful hire.

This makes them incredibly tenacious and committed to finding the best talent, which is why our fill rate sits above 90%, compared to the industry average of 46%.

More reasons to work with PEEQ

Psychometric insight reports

Obtain a unique insight into your candidates’ Cultural Fit, Strengths, Decision Making and Resilience through our accredited assessments.

Post-hire executive coaching

Set your hire up for success with a tailored coaching programme that helps them achieve their full potential personally and professionally.

Up to 6 month guarantee

Confidently select your preferred candidate with our ‘surety of hire’ 6 month rebate period. The ultimate comfort for a big decision.

BeTalent Accredited Approach

We are proud to offer the BeTalent Accredited approach that enables us to deliver scientific candidate assessment, in accordance with the British Psychological Society standards.

This solution is for you if you want:

• An objective way to determine who is the best fit for your role
• A comprehensive understanding into your new hire before they start
• Peace of mind that you’ve made the right hiring decision