Employer Branding, Talent Acquisition

Changing Your Job Description

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Searching for a job can be incredibly monotonous. One formulaic job description after another — it’s enough to make one’s eyes glaze over. When it comes to writing your job description, some people think after it’s done it’s set in stone. Not us. Here are some tips on how and why you should change your job description.

When should you change your job description?

Don’t be worried about changing your job description. Employers change their job descriptions all the time. Sometimes during the interview process, you’ll realize that the role and requirements are not clear. This typically happens when you see nothing but candidates who are not qualified and do not meet your minimum criteria. If you’re experiencing this, then it’s critical to change your job description. Another reason to change your job description is if you’re running recruitment marketing tests and you find that certain titles and requirements convert applicants at a higher level. Bottom line, don’t be afraid to change the job description.

Making Changes to Job Descriptions

1. Tailor-made job descriptions attract the right candidates

Candidates care about different things depending on the role you’re hiring for. They also care about your brand, culture, perks and more. Maybe your target is a software engineer, maybe it’s sales professional — doesn’t matter, but the way you attract these individuals has to be unique. Here are some tips to follow when changing your job description:

  • Speak to people in that role within your organization to see what makes them tick. What drew them to their job and your company in particular? What inspires current employees to stay? Chances are, the same things will ring true for candidates you’re trying to attract.
  • Check out our 50 HR Stats eBook for guidance on what certain job titles value most. Seventy-eight percent of software engineers say the top reason they would leave their job is salary and compensation. If you’re after software engineers, job descriptions need to reflect a competitive compensation plan.
  • Use Glassdoor’s recruiting solution to attract informed candidates. Informed candidates are 2x more likely to be hired by you and match your job description. Using Glassdoor to recruit will ensure that your job descriptions reach the right candidates at the right time.
  • Healthcare professionals, by contrast, are looking for a great company culture they can jive with. In fact, 68% of healthcare professionals are likely to accept less money to work at a company with a great culture, so highlighting any wellness or team-building programs you have in place will make your postings shine.

2. Millennials will dominate the workforce

If you’re not working to attract this generation of workers now, you certainly will be in the near future. Millennials are slated to take make up half of the workforce in five years and two-thirds of the workforce by 2025, so understanding their values is crucial. Here are two changes employers can make to job descriptions to get immediate value:

  • Contrary to previous generations, Millennials don’t rank salary as their top concern when choosing a job. Instead, they seek positions with career opportunities, benefits and a strong workplace culture.
  • Sell them on the job experience and long-term growth potential. Job descriptions that talk about mentorship and training opportunities, skills that can be learned, how the role contributes to overall growth of the organization, and any perks or unique activities your company offers to make this generational talent pool click “apply.”

3. Be realistic about the role

Have you ever started a new job and discovered that the expectations set by the job description are totally different from the reality of your role? I have, and I didn’t stick around for long. Setting realistic, specific expectations from the get-go will help you avoid this frustrating and costly turnover. It’s important to make immediate changes to the job description prior to hiring because although you can change the role after the decision, it may not resonate with the new hire.

Follow these tips for creating realistic job descriptions:

  • Have a brainstorm session with your colleagues and determine what types of skills, qualities, and values you expect from a person in this role. Your job description should communicate all of these factors!
  • Don’t forget to address your culture. Culture has a huge impact on whether or not a candidate can be successful and happy at your company. What is the work environment like? Is it casual or formal? Does it require you to be highly self-sufficient or collaborative? Communicate this in your job description.
  • Provide the less-glamorous details, too. Don’t leave out information that could truly help someone determine if your company is a good fit. Be honest about the team structure and time commitment. People don’t expect your company to be perfect, but they do expect you to be forthcoming and provide a realistic preview of what it would truly be like to work at your company.

Check out our eBook 5 Reasons Your Job Postings Aren’t Working for more information on how to up your job description game today!

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