Do you really intend to hire humans?

It appears from job descriptions that organisations are looking really looking to hire assembly line robots rather than humans

Job descriptions—they are everywhere— in employment dailies, job portals, and in e-mail inboxes. Why then, do recruiters continue to complain about long recruiting cycles and irrelevant applications? Alibies abound!  They range from the data-driven such as dearth of quality talent and geographical skill concentration, to the purely nonsensical such as cost constraints and macro-economic conditions.

Sifting through hundreds of irrelevant job applications costs an organisation precious time and resources. Research indicates that the most common cause of receiving irrelevant job applications is a poorly crafted job description.

A job description is the first touch point of a hiring organisation with the prospective talent pool. In many ways, a job advertisement is similar to a note one sends to ask someone for a date on Valentine ’s Day. What works or doesn’t, depends on how well the note is able to portray genuine intent and earnestness.  And much like a Valentine’s date proposal, a job description is an appeal to the candidate to consider the prospect of employment as an experience to cherish.

So where do organisations go wrong in scripting job descriptions? The US-based business magazine Inc. published an article last week outlining that a recruiter can easily be mistaken as a passive non-committal entity through a job description.  Scripting a job description requires a great deal of thinking and restraint that a recruiter often fails to exercise. This leads a job description to sound like an activity list rather than an earnest invitation to consider and apply.

Here are five common mistakes to avoid while scripting job descriptions.

We are looking to hire robots

The first point where a job description can start to sound passive is through non-committal phrases such as “the candidate should possess.”  As experts argue a job description can introduce the human element through a simple rephrase from “the candidate” to “you.” Introducing the human element can work wonders in how a prospect views a job.

More detail means more exciting

Most recruiters are tempted to include every single detail leading to an exceedingly long and overwhelming job description.  On most occasions, including too much detail can prove to be counter-intuitive.

A superhuman is the best bet for this job

Understanding the difference between “desired” and “required” is very essential. While every recruiter desires the candidate to possess every skill available on the planet, it is important to exercise restraint and understand what is required of the job. The job description should reflect that.

The only thing more complicated is neural networks

Job descriptions that fail to provide clear, directive guidance around the application and selection process fail to attract attention.  Oftentimes, the job description presents the process as a set of complicated activities without definitive timelines. Clear guidance around the process of hiring in the job description can potentially get more eyeballs rolling.

This is the only job advertised anywhere at all

Oftentimes, a recruiter fails to acknowledge the fact that a job advertisement is really a competition in the talent arena and therefore, there is a great necessity to make a job description appear stimulating. A job description needs to have an inviting headline and needs to be written in a language that sounds exciting for a prospect to consider and apply.

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