How Can Job Descriptions Be Improved?

In order to get the right candidate for the job, it would probably be a good idea to describe the role as accurately as possible on job boards and career websites. It might not be the easiest thing to do, especially if the role being offered is quite complex.

But here are our 10 candidate experience panelists who share their tips on how can make job descriptions better.

Katrina Kibben

In a lot of ways but I’d say step 1 is to simply stop copying and pasting 7 year old job descriptions and calling it good. A lot has changed in the world, especially how much we read online. Job descriptions can’t just be templates any more. We have to write something that makes someone not only want to apply but want to work for our companies. The second piece is that we need a lot more emphasis on SEO. The internet is a deep and broad place – if you can’t be found, you can’t hire the best people.

Katrina Kibben is the CEO and Principal Consultant at Three Ears Media.

Kevin Grossman

One word: video. Plus, being clearer about who the ideal candidate is and what growth opportunities there are.

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Kevin Grossman is President of Global Programs at The Talent Board.

Lori Sylvia

Leading with your Why, in other words, the first paragraph should tell candidates why they should come to work for you, before you ever get into the specific job details. Job descriptions are increasingly the first page that a candidate will land on when they search (thanks to Google for Jobs), so they won’t have visited your careers homepage. You’ve got seconds to get them interested, and the first thing they want to know about is your company, what you offer and how you’re unique from every other employer with an engineering job.

Lori Sylvia is the Founder and CEO of Rally Recruitment Marketing.

Manuel Heichlinger

Writing a good job description is like walking a fine tightrope – it needs to provide in-depth, clear information about the role, and what day to day responsibilities will entail. But often these thorough descriptions can be, frankly, a little dull. It is important to bring a job description to life: describe the challenges of the role, the importance of the job to the company and what sort of person it makes career sense for. In the future, I’d love to see the use of video play a larger role in job descriptions bring the role to life. For example, posting a short video of the hiring manager or recruiter talking about the challenges of the role and what the perfect candidate would look like. This, in my opinion, is the future for job descriptions.

Manuel Heichlinger is LinkedIn’s Senior Manager for Talent Acquisition.

Jeanette Maister

Simplicity. Candidates don’t want to sift through pages of information just to find out they’re not eligible for the position. Be upfront and concise about what skills they need and what they’ll be doing in their role. This will make it easier for them to ask the questions that matter and get the answers they need to move forward in the application process. Technology is quickly coming into place, even at the enterprise level, to make it easier for candidates to be redirected to more appropriate jobs if they select incorrectly.

Jeanette Maister, is Head of Americas at Oleeo (formerly WCN).

Josh Tolan

Job descriptions focus too much on what the company wants from its candidates and not enough on what it’s in it for the candidate. Change your mindset from writing a job description and think about writing a job advertisement. A description just outlines what you want; an advertisement converts page viewers into engaged applicants.