Track #1

Module #3
Create Job Listings That Stand Out
Any seasoned recruiter will swear by the importance of
a well-written job description!

It can literally make or break your candidate pipeline.

The purpose of this module is to shed light on the

gravity of creating job listings that stand out in today’s
crowded job market and highlight the privileges of
working with your organisation. It will help you as a
recruiter, to approach recruiting more like marketing and
create magnetic, crisp job descriptions that will recruit
for you!
Essentials of a High Impact Job Description...

Job Title Job Summary Job Responsibilities

Qualifications Working Conditions Compensation

 Job Title

Should be short and clear. Avoid fancy jargons that tend to confuse.

Job Summary

Should state the importance of the position in the whole scheme of things, basically let the potential hire feel important about the post he is
looking to apply for.

Job Responsibilities

Should state in bulleted points the list of duties and expectations from the job. Should be as detailed as possible to clearly summarise
everything that the job will entail, including the knowledge of technologies expected from the candidate.
 Qualifications

Basics such as educational qualifications, university requirements, licenses or courses required, etc.

Working Conditions

Whether the job entails working on the field or in any particular conditions, if its a remote opportunity or full-time work, etc.

Compensation

A much debated, but a good to have thing in a Job description! Should mention basic salary and other benefits...
Why Creating Impactful Job
Descriptions is Critical?
Job descriptions are highly underrated,
in comparison to the influence they can
have over the entire recruitment
process.

Here are certain compelling reasons

why you as a recruiter, should invest
more time in creating impactful job
descriptions!
Market yourself free of
cost...

● A recruiter is no less than a marketer when trying to attract

quality applicants. A good JD serves the dual purpose of letting
your job stay visible as well as create positive awareness about
the employer brand!

● Job description to a recruiter is as good as a product messaging

for a marketer. A jobseeker is no different than a customer and
therefore serving a high-impact job description is the ultimate
recipe every recruiter should aspire for!
Gives you an edge
over your competitors
● By crafting a job listing that is catchy, to-the-point and
answers candidate’s ‘what’s in it for me?’question, a
recruiter can tap the opportunity to stand apart in the
process of sourcing candidates.

● The ultimate goal of a good job description is to lure as

many quality candidates as possible, and at the very
least...get them to apply for the job. This should be the
mantra for every recruiter!
Reduced time & effort in
finding the right candidate
● Recruiter is selling the job in the open market, for
candidates to come and apply first. They should be
interested in looking up your job and consider applying
for the same!

● With a good job listing floating out and about, a

recruiter can consider half the job done.
Key Steps to Create an Impactful Job
Description
The format of every job description and the
components therein remain the same, what makes
it different is the way it is produced, packaged
and presented.

Humans tend to have a short attention span and in

the age of information overload, this couldn’t be any
truer! Recruiters need to create job listings that grab
candidates’ attention.
 Personalise the Message
“They will collaborate with the product team”
“You will collaborate with the product team”
The second one is hands down a better approach for your
job post as it is not only clear but also lends a personal
touch.
No one likes to be addressed as the third person and
therefore, conversational tone is the way to go. This helps
the candidate already visualise working with you and feel
like a part of the team, instead of just one of the
candidates!
What makes you Different?
The job seekers of today prefer to work with companies
that stray away from the conventional norms.
There is a constant need to be associated with people
who function differently and let the employees also
exercise their sense of judgement and work-ethics. Let
your candidates see through the same in your job
description.
Your job listing should clearly bring out the value
proposition of working with your organisation, your
unique strengths and how the same will prove to be an
add-on to the prospect hire’s career.
 Avoid Jargons
Avoid over-the-top adjectives like ‘ninjas’, ‘rockstars’, ‘best
of the best’ etc., which can be a turn off for some
candidates.
People who have been socialised to refrain from fancy
name calling and beating up their own drum, will never be
able to identify with these terms or see themselves being
categorised like that.
Avoid using a narrow set of abilities such as
‘perfectionists’, as there may be highly qualified talent
available who can excel at the job, but do not identify
themselves with such terminologies. The goal is to get the
requirements across in a clear way, without switching to
jargons.
Keep it Short & Catchy
Lengthy job descriptions tend to put off candidates. A
good length is anywhere between 300 to 800 words, less
or more than that is not ideal.
With so much information to process around us and that
too on our small mobile screens, expecting candidates to
keep scrolling and reading content will lead to them losing
interest and going to your competitors.
Instead, focus on tailoring your job listing and keep it
short, while also catchy. It should be able to evoke a
response from the reader, which is to go and click on the
apply button!
 Reflect the Company Culture
Hiring a cultural fit is as important as hiring someone who
will be good at the job. Therefore, your job description
should shout out your company culture at a glance!
Mention benefits, workplace bonuses and other perks of
working with your organisation.
Do you offer remote work opportunities for techies? Do
you have an onsite gym? Free food? Flexi-hours policy?
Friday fun sessions? The candidate should be able to
answer it for themselves, “Will I be a good fit for the
organisation and enjoy working there?” This will also give
you an insight into your own company culture and make
changes if there is any scope of improvement.
Appear Approachable
Job descriptions are literally the mirror into your
organisation, a sort of a sneak-peak into what is expected
out of the candidate and what the company has to offer in
return.
This is why you should seem as approachable as possible.
Keep the tone a bit light and informal, instead of grim and
stern.
While there is absolutely no need to come across as
unprofessional, we simply mean that the candidate should
be instantly interested to apply, which is best possible if
they feel that the company’s approach is warm and
welcoming.
 Video Job Descriptions

One way to differentiate your hiring process from the rest is by floating
video job descriptions.

This alternative to the traditional text job descriptions, is more engaging and
creates a striking first impression. It also goes a long way in enhancing your
employer brand in the minds of the candidates.
 Video job descriptions are better because they...

Humanise your brand

People are more intrigued to work in a company if they recognise the face behind it. A video description featuring your CEO talking about the
company and its mission takes your recruitment process to the next level.

Attract more candidates

According to a study, video job descriptions get 487% more preference over the traditional job descriptions, emphasizing the fact that video
descriptions should be your preferred mode in 2020.
 Are SEO friendly

According to a study by Cisco, by 2022 videos will make up for 82% of all internet traffic. It would not be wrong to say that video content is
the future! With search engines like Youtube and Google, which support SEO content, video job descriptions are here to stay!

User-friendly

Did you know that 82% of candidates now search jobs on mobile and 87% of mobile traffic will be video by 2021? Thats some hard hitting
statistic that shows video recruitment should definitely be a recruiter’s current strategy. Plus viewing videos is easier on a mobile device,
rather than reading plain dull text.

Considering your focus is on tech-roles, video job descriptions should be the first option!
Best Practices for Video Descriptions
 Short & Crisp Sneak Peek

Keep the video short and crisp mentioning only the Add bits about the office culture by including clips of
necessary details like qualifications, skills required, roles some events, how the tech-teams interact, and just a
and responsibilities, salary, benefits etc. glance of the workspace!

Testimonials Highlight The Upsides

There is nothing more effective for a hiring strategy than Clearly emphasise the benefits of working at your
hearing it directly from the existing employees what it's company, opportunities for self-development, social
like to work in your organisation. initiatives etc.
Answering the most crucial question
for any candidate…

What’s in it for me?

“What’s in it for me?” Answering this will help
you entice and engage your candidates, by
highlighting the benefits of the open position.

Your job description should clearly reflect the

unique proposition of coming onboard and
working with you, in a manner that presents a
fear of missing out (FOMO) on something really
tangible career-wise!
Think about what can be important to the job seeker?

● Salary
● Benefits
● Career advancement
● What the company can offer
● Company culture...

Now go ahead and answer them all in your job posting and
you have the perfect job description ready to go out!
End of Module #3