Student Name: Moin Uddin Ahmed ID: 11925

Writing a Job Description That Attracts Candidates

Some Characteristics:

 The recruiter or HR person in charge of writing the job description that will bring in all the best
candidates? If you’ve ever seen those job descriptions that are so full of jargon that no one
understands what the job is, or the job description that is so long and detailed that maybe one
person out of a thousand would feel qualified enough to apply, you know that there’s a balance
needed.
 We all have seen impersonal, straight-to-the-point job descriptions, often unstructured and
simply uninteresting. Unfortunately, these are still very common. But this only means that in a
sea of conventional and usual job descriptions, writing a different one will only stand out more
and gain more attention
 Far too many organizations miss golden opportunities to bring onboard best possible talent for
the tasks at hand — and those of the future. When it’s time to recruit, hire, and onboard, the
most common approaches are routine and rote, prone to misjudgment and error.
 Before writing the job description, think about what will best serve the organization in both the
short and long term. In some cases, it may be more appropriate to contract a gig worker to solve
the problem and hire an employee for longer-term growth.
 Company that had motivated mid-level managers who were nonetheless uncertain about
opportunities for advancement. This was especially true for people who had worked in the
organization
 The results of this type of survey can identify roles that need to be trimmed or pruned out
altogether. It can facilitate proper allocation of valuable human resources and help identify
opportunities for internal movement and advancement of proven talent. You may even find you
don’t need an external hire at all, or that you need to hire for something different than the
vacant position. Ultimately, you will be properly informed when writing the job description if
you know what current employees are doing and what they want to be doing. The gaps will
reveal themselves.
 People want to contribute, to feel energized and passionate about what they do. They want to
be inspired by ideas that can help solve problems and meet needs. This doesn’t necessarily
mean changing the world or addressing cosmically important issues. But it does mean believing
that we are making our corner of the world happier, brighter, and safer in some small but
significant way.
 A salary range. This one isn’t necessary, but it can help avoid wasted time with candidates who
are qualified but are seeking a higher salary. It can also set reasonable expectations, if an entry-
level employee is somehow thinking about executive-level compensation.
 Part of attracting candidates is showing what your company offers outside of the day-to-day
work. A general overview of the benefits an employee could expect is a good way to flesh out a
job description
 This might be the most important part of crafting an effective job description. And it’s most
applicable if this is a new position.
 Finding the right skills for each role is extremely important, especially for people who make sure
that their skills will be used and appreciated. For example, if you are looking for a candidate with
specific tech skills, make sure to find the right ones before you publish the job description.