Introduction
Writing a good job description and detailed compensation plan is one of the most important parts of talent sourcing. That’s because creating a genuinely head-turning job description can be the difference between no applicants, and the best in class candidates, applying for a role. As we discuss below, there are tried and tested methods of writing a modern, inclusive, powerful job description. Here, we pull apart best-practice on how to create this vital recruitment document and why certain choices around language, order and tone are so important to both brand and candidate.
Plus, we also include some handy tips on what not to include in a job description, to avoid some of the brand-killing pitfalls of poor job advertisement and attraction.
The difference between a Job Advert and a Job Description.
Contrary to general hiring practice, there is a difference between a job advert and a job description, despite the often overlapping form, look and placement of both documents.
Job Advert:
The great job and employer attention grabber - the first thing a new hire will see, your statement piece, your brand-focused head turner. Job adverts are just that - adverts. As such, job advert form, look and tone can be incredibly varied. From posters to social media graphics, job board text documents to referral program promotions, job adverts provide employer curb appeal, and are designed to be a loud, proud, brand-first highlight reel of what it’s like to work with a company.
Job Description:
A job description is a more rigorous document that details every aspect of a role. This is the document in which employers turn cursory interest in a job into a genuine desire to work for a company. It’s a full root and stem document that incorporates the job advert (in most cases); the roles and responsibilities of the role; a full list of candidate expectations (such as qualifications required, or particular school grades needed); details on benefits and perks; travel and commuting details (if relevant); details on remote or hybrid working; full team breakdown and whom you’re working with and for; brand/employer history; the reason why the job is available, and details on the interview process and how to apply for the role. A job description is the core document from which job adverts are written. It should contain all the information a candidate needs to understand whether the role is for them.
What is a compensation plan?
A compensation plan is a key element within a job description, but one that warrants further study. A “comp plan” details all the information regarding remuneration and performance-related bonuses of a job. This includes everything from basic salary information to details on everything from commission to bonuses, any perks or benefits such as health insurance, a company car/laptop/phone, and any cash or bonus-related incentives. Compensation plans are vitally important parts of job descriptions, and a well thought out and well-communicated comp plan can improve recruitment follow through, increase staff retention, and elevate brand and company integrity and transparency.
Important things to remember when writing a job description and compensation plan.
Tell a story: Google’s Global Head of Recruiting Brendan Castle advises job seekers to do one thing with their resume - “ The No. 1 thing you want to be thinking about is to tell your story”. We urge employers to do the same when writing a job description. Create a narrative for your new hire. Inspire them to join your team with not only the responsibilities they will have, but the culture they’ll be working in, the career development they will be exposed to, and the peer group they’ll be learning from.
Prioritise DEI: making sure job adverts and descriptions include language that elevates diversity and inclusivity within job descriptions is a highly nuanced and important factor. We talk about this a little more further down this blog, but modern recruiters need to be mindful of reductive, alienating language and bias within job descriptions.
Be truthful: this is simple - don’t lie in the job description! Your employer brand will live and die by how you operate throughout the hiring process and peppering the first stage - your job description - with false facts will garner you no employees.
Get a second opinion: if in doubt, always seek a second opinion. One of the chief benefits of outsourced recruiters or RPO services is that they’re always on hand to provide an objective view of your job descriptions.
Triple check details: the same rules that apply to a resume apply to a job description - if the text is full of spelling errors, if there is no call to action (more on that below), if there is no detail, or language and detail differences between what’s advertised on job boards and what the hiring manager/agent/recruiter says, then you’re in for a very tough hiring period.
Calls to Action: if you’re not directing your job description reader in the direction of your hiring team you won’t get any hires! Make sure a call to action - either a forwarding email, a name, a number, a LinkedIn profile, or a contact form - is clearly communicated to your job seeker.
Conversely, it’s wise to remember what not to include in your job description, based on the above list.
Reduce vagaries: there is nothing more alienating for a job seeker than to see a job description full of vagaries. If an employer is loose with detail around key elements of the role - such as pay, location of the job, overtime, benefits etc - they will simply not get any applicants.
Keep it human-focused: remember the people reading your job description document are people, not “assets”. Avoid overly-dry language and where possible make it relatable. We’re not saying use slang language or fill it with jokes, we’re saying write the description in a way that values human input, personal effort and human-centric goal setting.
Avoid lists (but include a few select bullet points): your potential new hire doesn’t want to read a list of tasks. That’s neither encouraging nor interesting. The best way of breaking down responsibilities is to always tie those responsibilities to either goals (what we want from your effort!) or personal career growth (here’s how doing these tasks helps you learn!) with a few key bullet points to highlight the most important parts of the role!
Remember to be inclusive: more on that below.
DEI and job descriptions
Diversity and Inclusion should always be at the forefront of writing a job description. Employers have a responsibility to make sure they are both representing their community and peer network in the most inclusive and fair way possible, while actively reducing the barriers to entry for candidates. The most critical thing to remember is to remove language that could be discriminatory, or could be perceived as biased against applicants.
In this recent Forbes piece, penned by Heidi Lynne Kurter, workplace consultant and HR strategist, there are 4 key tips on making sure job descriptions are inclusive:
Lead With Sensitive, Thoughtful and Inclusive Language.
“Leading with sensitive, thoughtful and inclusive language shows candidates you’re an inclusive workplace that considers all applicants regardless of gender, background, disability or status”
Ditch Superficial Requirements And Being More Intentional.
“Every requirement line in your job description is another line of exclusion. One example is listing “English as a first language” as a requirement when “must be fluent in English” would suffice”.
Emphasise Your Commitment To Creating A Workplace Of Belonging.
“Job descriptions should clearly communicate the ethos and core values of the company”.
Become Self-Aware Of Your Own Bias
“Everyone has their own bias whether they realise it or not…hiring managers can become more self-aware of their own bias through training as well as seeking the feedback of others to consistently improve job description language and hiring practices”.
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