I’ve often wondered why it is so difficult to write a clear job posting. Companies should spend more time aligning what they want a new employee to accomplish in a position. Instead, if often seems they spend more time adding obfuscating details that make any prospective applicants think there is no human on the planet who could even understand the job, much less meet all the qualifications.
Like many other business communications, I suggest simplification of the job description to make it clearer. Shortening the number of words forces you to think about what you really need done in the job and what talents/skills/qualities the applicant needs to have to be most effective in the position advertised. Don’t add big words just to make the job sound sexy or complicated. Something that sounds complicated typically is, and you scare people off that way.
If your objective is to limit the number of applicants by making them feel they are incapable of handling all the duties, then by all means writing a lengthy, complicated, dense job description, and see the type of applicants you get. If, instead, you want to get people eager to work for you and show you what they can do, then take out the jargon, limit the number of duties you seek, and list specific duties (avoid those generalities or process descriptions).
Here’s what this written change accomplishes for your business: You look better. You come across as a company that knows what it is doing and how to get there. People WANT to come work for you because they understand what is expected of them. Knowing your role and how you fit into the big picture are huge issues for any company given the complexities of information and technology that affect so many jobs today. Give an applicant a clear picture of the job posting, and they get a better sense of your brand, culture, products and direction.
Don’t neglect the writing process on job postings. Use a writing expert, and your ability to attract talent increases.
Like many other business communications, I suggest simplification of the job description to make it clearer. Shortening the number of words forces you to think about what you really need done in the job and what talents/skills/qualities the applicant needs to have to be most effective in the position advertised. Don’t add big words just to make the job sound sexy or complicated. Something that sounds complicated typically is, and you scare people off that way.
If your objective is to limit the number of applicants by making them feel they are incapable of handling all the duties, then by all means writing a lengthy, complicated, dense job description, and see the type of applicants you get. If, instead, you want to get people eager to work for you and show you what they can do, then take out the jargon, limit the number of duties you seek, and list specific duties (avoid those generalities or process descriptions).
Here’s what this written change accomplishes for your business: You look better. You come across as a company that knows what it is doing and how to get there. People WANT to come work for you because they understand what is expected of them. Knowing your role and how you fit into the big picture are huge issues for any company given the complexities of information and technology that affect so many jobs today. Give an applicant a clear picture of the job posting, and they get a better sense of your brand, culture, products and direction.
Don’t neglect the writing process on job postings. Use a writing expert, and your ability to attract talent increases.