When you need to onboard top IT or engineering talent, be sure your job description is clear and compelling.
Our recruiting group sources professional candidates in the field of business management, IT, and engineering. We work closely with our client companies to fully understand their needs before identifying suitable talent.
Likewise, we nurture the career objectives of our candidates to ensure placement in a setting that meets their goals. Understanding a job description is critical to meeting the needs of both our constituent groups.
Why should you craft your job description carefully?
The days of writing a bland, reusable job description for programmer or project manager are over. With the tech talent crunch, a job description now describes a job, illustrates responsibilities, offers information on benefits, and provides a solid feel for expected company culture.
While you may already have a successful process in place for recruiting the talent you need—consider these important points:
- Group effort: Before you sit down to pen your description, involve key team members to be sure you have the right information. If your company is not getting the applicant numbers you want, do not hesitate to check out the job postings of competitors—what do they say that you typically do not? Interested parties include the team leader who will supervise your hire, your HR manager who has a grasp of standard legal, salary, and benefits language, and your recruiter—who will be using your job description to attract leads to fill the position. Take thoughtful effort up front to understand what you want, need, and are willing to offer—before you put it out there. Like so many, resist the urge to reuse and repost a similar, but not precisely the same, job offering.
- Job title: When you have clear information about the responsibilities and capabilities you seek, determine the title of the job description using internal and external identifiers. Your internal term Quality Control Engineer may not carry a lot of meaning to an external candidate.
- Responsibilities: As with any job description, a clear and cogent presentation of responsibilities and expectations is required to convey the needs of your company. Describe- short and long-term goals and a typical day. Forget the “kitchen sink” approach to job responsibilities. Make it clear what you expect and leave room for development of the position.
- Capabilities: Too often given short shrift, capabilities are essential to a technical or professional job description. Clearly identify programming languages or software capabilities required for the job. Identify specific technical focus areas. Describe the equipment, network capabilities, and technical working environment.
- Work group: Often entirely left out of job descriptions, it is important to describe an expected work setting and conditions. Is the work fully, partially, or not at all remote? Are the hours flexible? Do you work in teams, groups, or individually? Who directly supervises the position? Is the work team responsible for any well-known accomplishments that can locate your company on the tech map—making it a more desirable workplace?
- Culture, salary, benefits: Transparency is important. Describe the objectives of your company culture, offer examples, provide a salary range and discuss benefits. If your environment is informal—say so. Can the candidate expect the older annual review process, or has your firm moved toward ongoing skills and development feedback? Describe the position you are offering in a way that gives candidates an honest appraisal of what they can expect.
- Interview process: Be sure to describe the process if a candidate is selected for interview. Describe programming or other technical tests, and give candidates an idea of what to expect from the application process.
- Put it out there: Use your ATS to its full extent. Ensure your job description goes to your recruiter and the niche job boards that typically attract the level of talent you seek. Do not forget that your qualified candidate may already be working for you. Post the position internally, and do not forget employee perks for those who refer a successful candidate for your open position. Current employees are your best brand ambassadors—use them.
When you clearly distill and describe the needs and positioning of your company, you save yourself and job applicants time and energy during the recruiting journey. Give candidates a good idea of the expectations and culture of your firm to help them understand whether they are a good fit.
When you need to onboard top talent—take time to create the right job description. It pays off in higher job satisfaction, better retention rates, and better brand profile. When you have questions about crafting an on-target job description, or seeking specific professional talent—contact us at The Hunt Group.