Introduction: A practical Guide to Write JDs
There are dozens of ways to write Job Descriptions, many effective, others less so. I want to provide you with a practical guide based on my experience that seeks to avoid a number of common mistakes made in writing job advertisements.
Writing the Job Description should always take place after the Recruitment Canvas has been compiled, from which it takes much of the basic information that must then be expanded with more specific and detailed information (without going overboard).
Let us look at the anatomy of the ideal Job Description (at least in our opinion) and then separately highlight some common mistakes that are made in this document.
Anatomy of a Good Job Description
The parts that make up a job description are diverse and each must serve a specific, defined purpose. Creating a template helps to speed up and standardize the writing process. The following guide walks you through creating a template with the use of explanations, suggestions and examples (based on those used previously).
The title of a job ad has great relevance. In fact, it is one of the main elements to be discovered by active candidates, to be present among the results of searches made for certain keywords. It is therefore very important to focus on the use of common and standard keywords related to each individual role, avoiding overly niche definitions and terminology used only in your company.
Another important element that must be clearly evident from the title is the seniority sought, this helps to qualify (or disqualify) appropriate candidates from the unsuitable ones.
Adding a role specification in the title, using parentheses or after a hyphen, helps to qualify even better and allows you to add useful keywords to make your Job description (JD) appear in searches, also it seems that visually (according to some studies done) job descriptions with titles of 5-8 words have a greater ability to attract the attention and click of candidates than those composed of 3-4 words.
The element included in parentheses can be a technology, a specific requirement related to candidates’ skills, a company benefit, or even a cultural element of the company that you intend to highlight.
Let’s take a few examples of effective Job Description titles taken from our Recruitment Canvas.
- CRM Manager (Build Our Retention from the Ground Up)
- CRM Manager – 3 Days a Week in Remote
- Front-end Developer (Mid-level, WFH)
- Front-end Development Manager – Innovative Projects, Major Customers
The first example leverages the freedom and autonomy that will be granted to the chosen candidate (implicitly it is also suggesting that this is a job in a company and not a consulting agency), the second focuses on a benefit, the ability to work from home.
The third example specifies the level of the role and the ability to work from home, the last one emphasizes the challenge and opportunity to work on interesting projects, but provide continuity over time because of the stability of the clients (implicitly it is also telling candidates that this is a job for an IT consulting agency).
One last tip: try to use capital letters in the headlines as shown in the examples, it helps to catch the eye of candidates who are probably scrolling through many long pages of ads.
Following the headline we suggest you use a single sentence, at most two, intended to grab the attention of candidates and better qualify your search. Use the traits identified as Company and Role USPs in the Recruitment Canvas as starting elements for writing this sentence.
This sentence is meant to ‘sell’ the position to candidates, to entice them to read the rest of the ad. Sometimes you may decide to structure this sentence in the form of a question. The idea is almost to challenge the reader to go on a career path with you, aware of how much the challenge requires and how much it can bestow on the chosen candidate.
Let’s give some examples:
- Do you want to change the world with our green technology? The challenge is to implement a CRM strategy and build your team within two years.
- Change the world with our green technology, join a young, dynamic team, and build your enterprise CRM function from scratch.
- Do you want to work in a dynamic and challenging environment? If you are a front-end rockstar, you can achieve out-of-the-ordinary results (including financial ones…) with us.
- We are consultants who work hard to achieve stellar results with the most advanced technologies and the most innovative frameworks; we seek only the best because we offer the best to our clients.
Let’s analyze the four examples.
The first one emphasizes an initial question that qualifies the field in which the company operates (green industry) and that can be appealing, especially to a relatively young person targeted by the ad (so it qualifies someone who is sensitive to these issues). It then turns to the challenge, which defines two main elements: there is work to be done (building a CRM strategy from scratch and implementing it), but it hints at the reward involved, both implicit and explicit: if you do well in this role you will be able to build your team in the short term, and this represents an important opportunity for the candidate to grow (professionally, in seniority and salary) in the short term.
The second example approaches similar themes, but in a less challenging way, lends itself to probably being more suitable for less competitive candidates, and introduces the theme of team youth, implicitly telling those of a certain age that this role may not be the best one to apply for (please always try to be aware of the implicit bias you add your JD).
The third example makes it clear from the outset how things are at this company; the question implicitly conveys that this is a very ‘demanding’ workplace where those who perform well advance and make a career and money easily, while those who know they cannot handle certain rhythms and standards should refrain from continuing to read and apply for the position. The reference to salary growth and financial reward is very important in a competitive field such as software development resources. The use of the word ‘rockstar’ is a popular slang used in this context and again goes to emphasize the search for candidates with out-of-the-ordinary characteristics.
The last example once again focuses on the concept of excellence and the rewards associated with it, but does so in a somewhat less aggressive way; in this case the emphasis is also placed on innovation and the technologies used in the company, appealing to what is the fear of many developers (not having the opportunity to upgrade their skills and gradually losing competitiveness in the market). This announcement ensures dynamism and openness to change for candidates by attracting that segment of developers who are looking for such elements or who are dissatisfied with the traditionalist and dated approach of the current work environment.
Company Description and USPs
A brief company description should follow, I emphasize brief, 3 or 4 sentences may suffice. You must first convey contextual information to candidates that answers the question, ‘Why does the company exist and what does it do?’
Usually you can easily answer this implicit candidate question by leveraging your vision and mission, which you can paraphrase in this part of the Job Description.
Next you can add two or three of the company USPs you have identified as fitting the role (refer to your Recruitment Canvas).
If you have a page on your website where you talk about your company values and culture I suggest you include it at the end of this section (many job posting systems do not allow you to have active links, however, more proactive candidates can simply copy and paste the link, and you only want proactive candidates!).
Let’s proceed with our two examples.
XYZ was born from the idea of reducing CO2 production. We help companies find out how much they produce and figure out how to reduce and offset it.
We have built a young, open and friendly team in which to feel comfortable from day one. We believe in smart working, but also in the creative power that comes from bringing people together so we have created a hybrid work environment that combines personal and work needs.
Help change the world with XYZ, learn more about our corporate vaults here: xyz.com/ourvalues
KXZ is Europe’s leading consulting firm for innovative IT projects, we help clients implement user centric digital solutions using the latest technologies.
We give you confidence, let you work independently and make important autonomous decisions, everyone with us is responsible for their own success, and our career paths and professional growth are among the most challenging and rewarding on the market.
We believe that we must learn every day, in excellence and the results it brings.
Discover our values and if you have what it takes to join our team, visit kxz.com/ourteam.
Avoid hiding hostile or challenging aspects of your company, if it is, as in the second example, a challenging environment and involves a lot of work and potential stress do not hide the truth, try to attract people compatible with it into the work environment and avoid wasting time with unnecessary selections.
The responsibilities and activities performed in the job sought are crucial within the Job Description; they help candidates project themselves into the position and understand whether or not it is of interest to them. Ideally you need to answer the question, “What does the daily work in this job description entail?”
As you will remember you have already answered this question in the Recruitment Canvas, so I suggest you copy the content of this section and possibly expand it a bit by specifying it better and adding some possible tasks that may not have a daily cadence, but are an integral part of the job. Ideally you should not exceed 7 to 8 tasks, certainly beyond 10 you risk losing the interest of candidates or having made a mistake in identifying the purpose of the role or actually needing to open multiple positions.
Try to give some visual dynamism to your Job Description by making use of bullet points to list the duties and responsibilities of the role.
In the opening sentence of this paragraph try to include the reporting line for the role so that candidates will understand to a better degree the seniority of the role and will have a glimpse of the company structure. If The role involves managing people add this information as well in the opening sentence.
Let’s proceed with our two examples.
The chosen candidate, reporting to the Marketing Director, will have the following duties as the primary purpose in executing their role as CRM manager:
- Creation of a user retention strategy and discussion with key stakeholders
- Interface with the marketing team to coordinate and align CRM activities with various marketing campaigns
- Coordinating the work of an external designer and copywriter using SCRUM agile methodology (Trello)
- Creating A/B tests for CRM campaigns
- Building emails with visual editors
- Building and refining marketing automation processes and user DB clustering
- Creating a retention KPI analysis framework, drafting and sharing weekly report with key stakeholders with data and related analysis
The Front-end developer, reporting to the Head of Development, is expected to perform the following activities:
- Produce quality code
- Review code produced by your colleague (pair coding)
- Document the code produced in a clear and diligent manner
- Attend Scrum meetings and be responsible for declaring and reporting against the commitment of the sprint effort
- Interface and report any impediments and problems with the head of development and product manager
- Interface with the Q&A manager to resolve any issues raised during testing
- Work and communicate effectively with designers and back-end developers
- Find innovative solutions to problems and share them with the rest of the team
As you can appreciate, in 7-8 points you can give a clear idea to candidates to understand the role sought and enable them to decide whether to apply for the position or not. Remember that excluding candidates who are not responsive to the needs of the role is in your best interest, so avoid hiding in the description of responsibilities and activities, those more boring and repetitive elements, as they say: clear deal, long friendship.
Requirements and Qualifications
Having clarified what the duties to be performed are, it is time to deal with the qualifications deemed necessary to be able to fill the role, the so-called requirements. These include prior experience, technical skills, behavioral qualities and traits, and last but not least, growth potential. You need to answer the implied question: ‘ What qualifications, experience and skills does the candidate need to fill this role?’
The best thing to do is to start with the Skills included in the Recruitment Canvas you have drafted and possibly add others.
My advice is to list no more than seven to eight main requirements and possibly add an additional list of welcome and optional requirements (no more than 3 or 4). In any case, avoid including more than 10 requirements and qualifications in total.
I recommend using the ‘1+3+3+3′ rule, i.e. list in this order a requirement of experience in the specific role and duration in the same, 3 hard skills required (including possible knowledge of tools) and 3 soft skills needed for the role and close it all with 3 additional skills that can also represent the candidates’ growth potential, i.e., willingness to learn these skills in the course of the job, if chosen.
Again, I recommend using easy-to-read text formatting, such as the use of bulleted lists (perhaps different from the one used above to give more reading dynamism, however avoid using increasing numbers because they could be interpreted as a scale of priority and value by candidates).
Let us return to our usual examples for the CRM Manager and Front-end Developer roles.
The ideal candidate has the following experience and has the following characteristics:
- 2 years of prior experience using a CRM tool
- Ability to work on a strategic user retention plan
- Ability to think about and structure marketing automation campaigns
- Analytical skills and abilities, aptitude for reading and interpreting data
- Be autonomous in managing your own activities
- Skills of precision and attention to detail
- Ability to collaborate with other team members
Also appreciated are:
- Ability to use advanced reporting tools such as Tableau and similar or willingness to learn more about such tools
- Creative writing and proofreading skills, or willingness to grow in this area
- Knowledge of the German language (our second largest market is Germany), or willingness to learn the language with courses paid for by the company
The ideal candidate has the following experience and has the following characteristics:
- 3 years working as a front-end developer in structured contexts (no freelancing only)
- Knowledge and experience with the angular.js framework
- Knowledge at C1 level and/or above of the English language (many of our clients speak English)
- Skills of precision and attention to detail
- Proficiency in the most up-to-date design principles
- Ability to collaborate with other team members effectively (developer, designer, product manager, scrum master)
Also appreciated are:
- Experience with another front-end framework or interest in acquiring such skills
- FULL-stack programming approach (with primary front-end expertise) or willingness to adopt it through courses organized by the company
- Advanced use of Jira and Confluence or willingness to become a guru in that area
As you can appreciate in some of the basic and ‘core’ requirements the reason why this characteristic is important is justified, for example knowledge of English at a high level is essential for the second role as it is the official corporate and customer language. Desirable skills are not a ‘must’ and are therefore always accompanied by the possibility of learning them while on the job, they should be read more as a starting point for constructing questions about candidates’ potential at the interview stage.
Those who, in fact, already have all the required skills and competencies probably see less challenge in the role and are also likely to be more senior compared to the position sought and not in line with the budget available.
Rewards and Benefits
We then come to an always much-discussed part of the Job Description, the part related to reward and answering the candidate’s implicit question, ‘What do I get in return for my job performance?’
Mind you, we are not just talking about the base salary (or making explicit the range you have set for each position); in this section you can bring together a number of elements of the Recruitment Canvas that include some of those mentioned in the Company/Role USPs and budget sections and other company benefits and pluses (including those related to culture) that you think are important.
Back to our examples.
The chosen candidate will get:
– A competitive and attractive base salary with the opportunity to join our stock options plan
– An annual performance-based bonus of up to 15% of annual gross salary
– A welcome package with our merchandise and a state-of-the-art Mac or Pc computer of your choice
– A tree planted in your name the day you start working with us
– A budget of 1000€ per year for training
– A budget of 1000€ per year to attend industry events and trade shows
– Access to a Mental Health app and a free monthly session with qualified psychologists
Participation in company events (including parties, dinners, team building events, and travel)
The successful candidate will get:
– A base salary at the highest market levels of between 70/90000 Dollars
– An annual bonus based on results achieved and up to 50% of the annual gross salary
– A welcome package with our merchandise and a state-of-the-art Mac or Pc computer of your choice
– A budget of 5000$ per year for training
– Private medical insurance including dental insurance
As can be seen, the first company, a digital scale-up, decided not to provide the salary range in this example, but to highlight the stock options plan and focus on softer elements such as access to a mental health app and psychologists and participation in fun, team-building company events.
The IT consulting firm, consistent with its goals, has decided to make the salary range public from the outset (in the example they know they pay above average relative to the context in which they operate) and highlights its extraordinary bonus of up to 50 percent. Consistent with what is written in the rest of the job description is also an emphasis on an abundant training budget.
Being consistent in this section with respect to what is written above is crucial. If a company insists on an element then it must be consistent all the way through. For example the first company in our example insisted very much on its green nature and willingness to attract people who have this cause at heart, consistent with this it vows to plant a tree in the name of the person hired on the first day of work, the story “holds up”, if on the contrary it had added among the benefits the company car, the consistency would have failed (unless the car in question is electric…).
Making clear to candidates the steps necessary to complete the selection process for each role is an act of civility and ensuring the fairness of the process, is perceived by candidates very positively and at the same time excludes all those people who do not agree or are not willing to undergo certain steps.
In my experience I have known people, especially at the senior level, who refuse to undergo any test of their skills or behavioral aptitude. It is useful to inform these people of the presence of such a step in the selection process so that they can decide whether or not to participate.
In this section of the Job Description you need to answer the candidate’s implicit question, “What do I have to do to get a job offer in this selection process?”
You need to look at the process from the candidate’s point of view, empathize with them, and include only relevant steps in this section (avoiding those handled internally). The Process section of the Recruitment Canvas can be very simply copied and possibly revised with appropriate additions and corrections. In this case a numbered list can be used since the steps are successive to each other and so giving the idea of a progressive order is fitting.
Here are the two examples.
- CV screening (receive feedback on your submitted CV within two weeks anyway)
- Interview with internal recruiter
- Interview with hiring manager
- Assignment and presentation with hiring manager and team
- Reference check
- CV screening (receive feedback by 10/10/2022)
- Online coding test
- Interview with hiring manager
- Interview with peer/team member
As can be seen in the two examples, it is intended to reassure that each CV will actually be viewed and that a response, negative or positive about it, will be given to each candidate. Sharing the process attributes professionalism and trust in your company and the process itself; candidates who are less inclined to start recruitment processes are reassured by such transparency.
That trust needs to be confirmed with facts; changing the steps in the process in haste becomes very frustrating for candidates who lose interest in working for a company that cannot execute its plans even in a simple selection process.
I remember participating in a selection process where all of a sudden, after the expected process had been explained to me twice, a final presentation was suddenly requested in order to finish the process. The company didn’t send me the outline to start working on that presentation, I was told they are waiting for the hiring manager to prepare it. Weeks went by; I realized that they were actually just stalling because in the meantime they had another interesting candidate available and were clearly keeping me as a backup candidate. When they finally decided to contact me with the outline to work on the presentation (evidently the other candidate had not convinced them all the way through) I declared my withdrawal from the selection process. No one wants to be a fallback choice…
This is to say that changing the cards on the table after the games have started risks losing you the best candidates.
At the end of the Job Description you can include some legal terms and/or terms related to equal employer opportunity, i.e., the non-discriminatory policy your company adopts with regard to hiring employees, you can again include a link to a page on your website where these topics are addressed in more detail.
You can also add a note in this section aimed at Headhunters if you do not want to receive applications from third parties for this role.
5 Job Description Mistakes to Avoid
So far we have reviewed the anatomy of a proper and effective job description, but there are also examples and practices to avoid that I want to warn you about.
Let’s review common mistakes that are made when writing Job Descriptions.
Sometimes we happen to read about unconventional job roles and titles that are difficult for candidates to read and interpret.
Typically the big misconception is related to the seniority of the role and include terms such as Leader, Expert, Coordinator.
The three examples above make it very difficult for candidates to frame the level of seniority of the figure being sought, in fact, “leader” can mean many things, and even “expert” is a term that in the context of a job title fails to specify a rank and level within a stable work context, and is better suited to freelance positions. The word “coordinator” is often a trap. The company is actually looking for a person responsible for a team, but does not want to officially assign that responsibility for a wide variety of reasons. Personally, I have found that ads that contain the word “Coordinator” turn out to be from companies that want a person to head a team or project, but are not ready to pay for that level of seniority and therefore shy away from using words like Director or Head of, in an attempt to attract senior candidates who have perhaps left the workforce temporarily for some reason and to whom they can offer underpaid proposals as a pledge to re-enter the workforce.
If you can, avoid it.
There are those who then use irony or slang in the job position title, such as Rockstar developer or Wizard marketer or Roadmap master product manager. Since the position title is the most important element in allowing your position to be discovered by candidates using standard search keys, I recommend that you do not use such nonstandard elements in your title; if you must, refer them to the dedicated attention-grabbing sentence that opens the body of the actual Job Description. Also consider that some candidates may not take ads with such titles seriously and discard them out of hand.
There are also extremely long titles consisting of more than 10 words. This is an attempt at keyword stuffing, inserting many keywords to try to be among the top results for several searches. I recommend avoiding this practice: Generally these ads are mistaken by candidates for fake ads, which do not have a real job search behind them, but are designed only to make a collection of CVs and personal data and therefore end up with the opposite result than expected (fewer applications).
Personally, I have found that ads that contain too many words are also linked to those companies that are in the business of indexing others’ ads and reselling self-styled headhunting services that can introduce candidates with companies in exchange for a subscription or fee. Many have realized that these companies are scams in most cases and therefore candidates look askance at their ads with long titles (they have to lengthen the original titles to differentiate themselves from the originally posted ones).
Finally, you must obviously avoid grammatical errors or typos in your titles (and Job Description).
The length of job advertisements is critical to maximizing candidate response.
An overly long and detailed description discourages candidates, first from reading it in full, and then from applying.. A long-winded description is likely to bore candidates and give the impression of wanting, demanding too much from candidates, i.e., being unrealistic with the demands on the skills and duties of the position. Candidates also get a sense of a workplace where micromanagement takes over when they read descriptions that are too long and detailed.
A description that is too short and generic makes candidates suspicious and they think: If the company did not want to spend time to write a complete description they probably will not have the time for adequate onboarding and devoting to my professional growth. Quite simply, descriptions that are too short and generic reduce the level of initial trust that candidates are willing to give the company and largely reduce the number of qualified applications.
The reason, as in many cases, lies in the middle; I recommend that you do not exceed two pages (60 lines of text) for an optimal Job Description and never go below one page (30 lines of text). Ideally, a Job Description that takes up 50/60 lines of text is adequate to describe the various elements as outlined above without going into excessive detail.
Remember that the best candidates proactively inquire about your company, and including links in the job ad is an effective way to extend certain topics (such as company values and culture) that need to be only briefly mentioned in the Job Description.
Wrong Tone of Voice
The tone of voice and style adopted in the Job Description should match the corporate communication and culture of your company. In general if you are a startup, avoid too much formality, if you are a large, established company, avoid overly colloquial language and tone (unless your corporate culture dictates otherwise).
Again, excesses should be avoided, one way or the other.
It happens to me more and more often that I see job ads chock full of various emoticons. There is a limit to everything: I realize that adding two or three emoticons in a Job Description aimed at young candidates can be useful to select the target audience and applications received, but overdoing it is wrong: Remember that the job ad is one of the elements of external corporate communication: Your brand and your company are also judged by this kind of document, and you certainly want to avoid being considered unserious and unprofessional.
At the opposite end, I have seen particularly formal descriptions, usually this excess of formality in language is accompanied by excessive text length, making these positions particularly indigestible to candidates and repelling rather than attracting.
You may decide to address one of your ideal candidates directly by using the second person, or take a more conventional and classical approach with the use of the third person (e.g., for more senior positions or more structured work contexts).
Avoid overuse of irony and jokes in the Job Description; this is still a job document for a work context: We are not at the bar…
In recent years a form of Job Description linked to storytelling has taken hold, in which a story is told to possible candidates. To be best executed, this approach has to be performed by professionals who are able to transport all the classic elements of the job ad into a story, and few are able to do it well. You can add storytelling in the company description and in the first part of the Job Description, but if you want to turn the whole document into a narrative you must have people qualified to do it, and I do not assure the best results: Candidates do not really read job descriptions in full; they do a quick scan (which is why bullet points are important) and the risk is that they are unwilling to spend time on a narrative description that requires a full read, resulting in fewer CVs submitted and maybe losing good candidates along the way.
Inadequate Formatting and Readability
I return to the theme and problem of formatting and readability, as mentioned the reading time spent by candidates on Job Descriptions is limited, often between 60 and 90 seconds in total. In this context, you need to come up with descriptions that are not too long (which discourage reading from the start) and you need to format the text to provide visual anchors for the readers.
The use of bullet points and the variation between types of bullet points helps with this; it reduces the density of the text, visually giving the reader the ability to ‘jump’ quickly with their eyes from one section of the document to another.
If you notice that the text density of your Job Description is too high, try to justify one side of the text, add headings to paragraphs using bold type, use bulleted lists, break up different paragraphs by starting a new line and using text indents.
I urge you not to overdo it: Avoid underlined text (especially if you already use bold) or italicized sentences, avoid changing fonts and font hight or using irregular and different line spacing between different sections, don’t use overly intricate bullet points and avoid using words written completely in capitals (with rare exceptions), try not to use too many exclamation points, suspension points and too many question marks (my rule is no more than three each for each Job Description).
Sometimes there are hidden biases in Job Descriptions, elements that tend to discourage some candidates from applying in the first place.
Always try to address candidates inclusively by making it clear from the text of the ad that you are not looking for a man or a woman for the position, but that the company is open to every candidate.
Unfortunately, I have to say that for some secretarial and personal assistance positions I still too often read in this day and age ads targeting female candidates only; this is a discriminatory practice that must not happen nowadays.
More subtle biases are implicit in those ads, for example for positions related to the world of software development, where a number of elements contribute to suggest that the position is open for men, but not for women. Let me explain, I have happened to read ads that mention FIFA games on the Playstation at the end of the day, buddies’ nights at the pub organized by the company, and similar things that are clearly geared to select male candidates.
Citing specific universities and MBAs is another typical implicit bias that should not be committed; the fact that a person has not attended a specific inner circle does not imply that he or she is inferior or less deserving of a job. Universities and MBAs are part of the evaluation process and should have limited weight, and in any case not exclude candidates ‘a priori’ from the selection process.
Sometimes overemphasizing the element of commitment required in number of hours to work and tendency to overtime in a Job Description can be an implicit bias to disqualify young fathers and mothers who may find it more difficult to combine personal needs with those of companies that require such commitment. My general advice is not to make the workplace a prison in which to work 60/70 hours a week, if the job requires that number of hours you probably need two people, not one, and in particular to remove from the Job Description phrases such as ‘we need your total dedication’ ‘this job is only for those who are willing to devote themselves completely to the company’ ‘are you ready to work overtime?’ or similar.
A final bias I want to warn you against is the implicit discrimination of candidates based on their age, if you wish you can state some truths such as the fact that your team is made up of young people, and you can add some emoticons to steer the role to people who may statistically respond better to this type of communication, however you must avoid writing things like ‘We are looking for a young person’ ‘We want to get in touch with young candidates’, which completely dissuade other candidates from entering the selection process. Remember that youth is not a value in itself and that sometimes there are perfectly good candidates even if they do not belong to the age range initially assumed for a position.
I have had older candidates who were trying to re-enter the workforce after a maternity leave or after a period devoted to taking care of their health, who while not in line with what was initially thought for the role, turned out to be extremely valuable in their assigned roles.
My recommendation is: be sure to give your Job description a final read through by focusing on possible biases and eliminating them before publishing it.
Conclusion: Job Description is Only the Start
Writing a Job Description is a process that takes time, attention and dedication. Starting with the Recruitment Canvas greatly facilitates and speeds up this process, and having a standard template helps to achieve this.
The Job Description template that I have presented to you and that we use in ExpHire with our clients was created and is the result of years of experience in this field. Use it and eventually adapt it according to your specific needs and avoid the most common mistakes I have pointed out.
The last suggestion I give you regarding the job description goes back to a classic saying: grasp all, lose all. That is, I again recommend the need to look for real candidates, not all-around superheroes, and to leave room for candidates to express their growth potential in every position, even in the most senior ones: You never want to give the impression that a job has no room for growth or opportunities to learn and practice new things.
ExpHire: Let's Write a JD together
Our Job description template is based on the ExpHire Recruitment Canvas and builds on it by drafting a document that is searchable, engaging and readable quickly by candidates. When you work with us you can get a brand new Job description written by the Expert we march with your project or a review of one you already have with some useful feedback to eventually update it.
Comments are closed.