The Art of Attraction: A Playbook for Crafting Compelling Job Descriptions
The job description is a key element—perhaps the key element—when opening a new position for your company. As an executive search firm, our business has read through our fair share of job descriptions from our clients. While it is standard practice to have one to attract job seekers, you’d be surprised at the number of job descriptions we’ve reviewed that require a healthy dose of TLC. (Case in point, we sometimes receive job descriptions that don’t include the position title.)
Think of it this way—a job description is essentially an employer’s version of a resume. It’s a selling point for a hiring company and reflects the brand, which is why crafting one should be treated with great thought and care. So, if your company is struggling to gain applicants, or your team needs to freshen up hiring materials, here are our suggestions to attract the right executive talent with your job descriptions.
Market Your Brand in the Job Description
Imagine your ideal applicant is reading the job description. Now ask yourself: will they feel excited to apply for the role? Don’t just use the job description to list the responsibilities and qualifications, but also utilize the space to show candidates why they would want to work for your company.
Here are guiding questions to help you draft the About section of the job description:
- What do you want to show prospective employees about your company that might not be obvious through your website?
- Name three things you’re proud of about the organization.
- What qualities and values resonate with your team the most?
Another way to market your brand is by designing the job description so it caters to your organization. Inserting the company logo and utilizing the brand’s colors can liven up the document. We’ve also seen job descriptions that highlight awards that their company achieved, which adds a nice touch to showing how your organization stands out from the rest.
Add Details Executives Want to Know
While hiring managers might hold off on providing more information about a role until the actual interview, it’s a missed opportunity if certain details can be presented ahead of time. These are the top questions executive candidates often ask us after reviewing a client’s job description:
Who does this role report to?
Candidates want to have a clearer understanding of the position’s place in the company’s organizational structure.
How many people does this role supervise?
Most executives expect the position to be a leadership role. They want to know the number of departments and employees they will directly (and indirectly) oversee.
Is this a newly created role?
Depending on the candidate, a position that is completely new territory for a company can either be exciting or stressful. Executives are curious about whether they will pioneer the position or if they will fill someone else’s shoes. If it’s the latter, candidates will likely want to know about the role’s stability and the reasons behind the previous hire’s departure.
What is the salary range?
Even though regulations for certain states and areas require disclosing salary ranges nowadays, companies that aren’t affected by these laws should still consider adding it to attract candidates, if it’s competitive with the current job market. This helps save time for both parties so applicants can already assess if the range aligns with their targeted compensation. We’ve also seen variations of “Compensation commensurate with experience,” but only recommend adding this if your organization is flexible with the pay rate based on the candidate’s skillsets.
It will be easier to market to potential candidates if the job description is visually appealing, well-written, and effectively captures the essence of the role and the organization. Some employers may not devote as much time and attention to their hiring materials because they believe they have the upper hand when it comes to hiring. And even if this may be true for certain well-established businesses, executive candidates—particularly those regarded as “top talent”—are more intentional with which company they are applying to and how it benefits them in the short and long-term. If our recruiters can easily tell when a client puts time and effort into their job descriptions, so will candidates. So, add pride and personality when marketing the role so it’s distinguishable enough to not just be any job description—it’s your company’s job description.
As Published in Gaming & Leisure Fall 2024 Edition
Bristol Associates, Inc. is an executive search firm with over 55 years of excellence in recruiting nationwide. Bristol specializes in recruiting for the Casino Gaming; CBD; Facility and Concession; Food and Beverage; Healthcare; Hotel and Resort; Nonprofit; Restaurant; and Travel, Tourism, and Attraction industries.
If you’re interested in working with Bristol Associates, click here if you’re an employer or here if you’re a candidate.
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