Guide for impact texts instead of vacancy texts.
Write with impact, no list of bullets and more bullets ..
Traditional job descriptions are wrong ...?
It is easy to get caught up in describing your expectations for a new position. That is why it is important to think about what you can offer your top talent. It is often the case that companies that are active in a market with a small pool of candidates compete against each other. Suppose those all-star candidates you contact have already heard from 4 recruiters this week - why will your vacancy get their attention? Therefore, write a job vacancy that leaves an impact. What could be more fun than a candidate giving you a thumbs-up about your vacancy?
Step 1 | Bring the responsible manager on board.
Yes, that manager who asked you urgently to find someone else .... They feel the pressure directly and it is normal for them to feel rushed to publish a vacancy. But pre-invested time in drafting a thoughtful text is a time saver in judging hundreds of ill-qualified candidates filling your pipeline! Spending 15 minutes on a job description instead of 90 minutes on a qualitative text is not a good strategy if you waste a lot of hours interviewing candidates who are not suitable for the job. So sit down with that questioning manager and work out a targeted strategy.
Step 2 | Understand the role and the ideal candidate
Are your dream candidates looking for growth? Fun? Stability? Salary? Make sure you know which candidates you want to recruit so you don't attract applications from candidates with wrong motivations.
Here are some good questions to ask before you start writing.
- Who are the best performing players on your team? Describe their qualities.
- What is this person responsible for? What would he / she be responsible for?
- What kind of people would be unsuccessful in your team?
- How will the business / team goals be affected if this recruitment would not happen?
- Who will this person work closely with and how?
- How does this role in our company differ from the same role in another company?
- What will this role look like in 1, 3, 6 and 12 months?
Use this to form a summary:
This employee is responsible ... teaches ... learns ... improves .... Within 1 month this employee will ..., within 3 month this employee will ..., 6 months this employee will ..., 12 months this employee ...
Step 3 | Write original and challenging
Candidates who have to drag themselves through long chunks of text are not eager to apply.
In fact, they skim the text and if it is not immediately clear what it is about, you can express it to their CV.
Keep these best practices in mind:
- Write precisely and differentiated.
- Give a clear idea of what it would be like to work at your company.
- Inspire and get the right people excited!
The more specific, the better! Draw a picture of what the role entails and what success will look like.
- Adopt a casual / friendly tone. Don't be afraid to sound like a human! Read your text aloud - would you say this to a friend?
- Remove skills that can be learned on the job.
Step 4 | Trigger the candidate with a "dessert"
Job descriptions that simply disappear after a long bulleted list won`t linger in the candidate's mind.
The final part of your vacancy text is the last that your candidate will read before making the decision to apply.
Get their attention by answering questions like:
- What makes this company so special?
- What makes us exciting?
- Why should top candidates apply now?
- What do we have to offer candidates who can choose to work elsewhere?
And now? Are you going to try this yourself? DO IT.
If you would like more help in converting your job descriptions into impactful texts, please contact a Qiwie advisor. We are ready to help you further with tailor-made advice.
How do you compete for top talent?
As many as 72% of the recruiting managers indicate that they have clear job descriptions, while only 36% of the candidates actually perceive this. So don't be afraid to scrap existing job descriptions if you're inundated with underqualified applicants - or worse, no applicants at all!
Whatever role you are trying to fill, there is one question to keep in mind during the recruiting process: "Why would a potential candidate apply for your company if another company offers the same position?" Through this guide we guide you to an impactful vacancy.