We’ve discussed how it can be difficult to write an effective job description. It takes time and skill to craft one that is fair, accurate, and compelling.
Now let’s consider what a poor job description could mean for your company. Does it really impact the company’s overall success? To put it simply: yes.
We unknowingly limit our ability to attract great candidates when we advertise with weak job descriptions.
Below we examine some of the ways job descriptions could be hindering your chances of securing the best talent:
- Inconsistent Formats, Spelling, or Grammar Mistakes: First impressions matter! Spelling errors, grammar mistakes, and formatting issues send a bad impression to candidates. These errors reflect poorly on a company’s professionalism and attention to detail. It also leads candidates to question a company’s credibility and quality. If potential applicants get a bad impression from your job description they may reconsider applying at all.
- Too Many (or Too Rigid) Requirements: It is important to include necessary skills and experience in your job description. But, too many requirements and especially strict ones overwhelm potential applicants. If a candidate doesn’t believe they meet each individual requirement they may not apply for the position. This can even happen when a potential applicant has the core skills and experience needed for a role. To avoid creating an intimidating barrier to entry, focus more on the essential requirements.
- Vague Descriptions: Overly vague or ambiguous job descriptions confuse job applicants. Without clear expectations for a role, candidates lose interest and look elsewhere. It is important to clearly explain the responsibilities and scope of a role in its description. This helps candidates understand the role and attracts qualified applicants.
- Gendered Language: Even when it is unintentional, including gendered language in job descriptions can be off-putting to candidates. An inclusive work environment is important to potential applicants. Avoiding and correcting gendered language encourages applicants from all backgrounds to apply.
- Unrealistic or Unattainable Expectations: Similar to strict requirements, unrealistic expectations can deter qualified candidates. Setting unrealistic or unattainable goals in job descriptions can be discouraging to potential applicants. Realistic expectations for a role attracts motivated candidates who understand your company’s goals for the role.
- Lack of Growth Opportunities: Motivated candidates want jobs that have opportunities for personal and professional growth. When job descriptions don’t mention avenues for growth, potential applicants may assume there are limited prospects. This can lead to talented individuals looking for work elsewhere. Including growth opportunities attracts ambitious candidates.
- Slowing Down the Hiring Process: Weak job descriptions often cause major delays in the hiring process. As we discussed above, a poorly written job description can both reduce the applicant pool and attract unqualified candidates. They can also give applicants an incorrect impression of the role and its responsibilities. All of these factors can slow down the hiring process.
- Early Turnover!: A Glassdoor study found that 61% of new hires say the role is different from how it was described during the hiring process. Additionally, BambooHR found that 70% of new hires decide whether they will stay with the company in the first month. You can avoid new hire dissatisfaction and turnover with a well-crafted job description.
A good job description is crucial to the hiring process. Better job postings increase the chance of hiring top talent that will contribute to your company’s long-term success.
