In theory, writing the job description sounds like the easy part of the hiring process. However, as a leading executive placement firm in Woodland, CA, Pacific Staffing knows that it can actually be one of the hardest tasks when it comes to executive recruiting. The job description sets the tone for the hiring process and crafting one that’s vague or verbose will attract sub-par candidates.
For instance, thanks to the explosion of online ads, space for job postings is inexpensive and near limitless. Employers have, as a result, felt compelled to fill that space with lengthy descriptions, requirements, lists and duties. But more is not always better, especially when you’re trying to attract the busy executive candidate.
Crafting a job description that’s going to appeal to high quality professionals takes time. When you’re sitting down to write yours, consider the following three factors first:
Think About How a Candidate Searches
Identify how candidates are going to be searching for positions like yours. Most executive level talent will be using highly specialized keyword search teams to find the right opportunities. It’s important your descriptions contain them.
Think About What’s Important to Them
When you’re writing your description, you’re trying to differentiate your company from the competition. Consider what you can include in yours to make yourself stand out, such as perks, incentives and bonuses, as well as what makes your organization special or unique. Executive candidates have limited time and if they have to weed through a 10-page posting without finding out why they should consider a position, they’re going to grow frustrated and walk away.
Think About How to Define the Job
Most job descriptions include minimum qualifications, education and experience (which may actually attract less qualified candidates), without ever really defining the job and what success looks like in it. On paper, a candidate may have the exact experience you need, but that doesn’t mean a candidate will be successful once in the position. Past performance – rather than experience – is a far better indicator, which is why you need to define the job as explicitly as possible.
For instance, rather than stating you’re looking for a Director of Sales with 10 years of experience and at least three of those years in our industry,” state “Ideal candidate would be required to develop action plan within the first 60 days for improving sales by 10%.”
Now candidates have a clear sense of what you’re looking for – and you can set the stage for a successful hire.
About Pacific Staffing
Executive recruiting is an important building block for your company. If you need expert help with the process, call Pacific Staffing. As a leading executive placement firm in Woodland, CA, we have extensive experience in sourcing, evaluating and helping companies hire mission critical professionals for top positions.
To learn more about how we can help your organization, please contact us today.