5 Secrets to Writing Irresistible Job Descriptions

So you’re ready to make your next hire and you’re looking for that right marketer who will help up your branding game, right? You know exactly what and who you’re looking for and now you just need to reach the right candidates. 

And one of the most important resources you have to reel them in is the perfect job description. The one that says look no further, this is that dream job that you’ve been searching for, so hurry up and apply!

It may sound easy, but it isn’t. Crafting a job description that’s genuine, inspiring and ridiculously on point requires strategy and style. 

Below are five secrets to creating job descriptions that make marketers click “apply.”

1. Find the Right Job Title

Getting the job title right is the most important part. It should be specific, representative of the role and also not too “creative.” If you’re posting positions looking for a marketing analytics “ninja” or a project management “guru,” you could be losing potential job candidates, according to Indeed who shared this on their blog:

“We know weird job titles can be fun and indicative of a more laid-back culture. However, without a cultural frame of reference, using them in job listings can affect how your posting does. Most people search for roles that match their skills and experience, and so, terms like ‘ninja’ and ‘rock star’ in job titles and descriptions can confuse job seekers and put them off from applying.”

You’ll also want to make sure your titles are transparent. For example, if you’re looking for someone who will write content on-demand but want other teammates to drive your content marketing strategy, then copywriter might be a more authentic title for the position than content marketing manager or content director. Make sure the title is in alignment with the exact skillset, experience and role you’re looking to bring to your marketing organization. 

Don’t post a Marketing Specialist role if you’re really only able to compensate a marketing coordinator. And the same applies for not titling up enough. Don’t post a job description for a marketing strategist if you’re really searching for a Marketing Director to own your brand and strategy. 

Nothing is more frustrating for a new hire than realizing months (or weeks) into a role that they signed up for a lot more (or less) than they were expecting based on the title and job description.

2. Start by Making Your Company Exciting to Applicants

How? In a solid and concise paragraph or two, outline your company mission and what makes you different from other employers. Think in terms your ideal candidates would use that will resonate. 

Think about your tone, level of formality and any buzz words that might come in handy in generating that extra hype. Reinforce the parts that would speak to the right candidate for the position.

 



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