The Job Guide
Manual
Included in this eBook you can read about: • The difference between a job description and job advert • Formatting job descriptions • Creating job descriptions that are suitable for adverts • How to optimize job advert content • Identifying your targeted audience and sharing a clear message • Bench marking salaries and maximising application • Using language software and enticing candidates
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About us Hiring People deliver recruitment services to the SME market by providing a transparent fixed cost service. We help companies with job advertising and enable our clients to advertise across multiple job sites. We also provide flat fee recruitment services which include CV filtering and interviewing.
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The best candidates have lots of job options and are highly sought after by you and other employers. The message and details you share are the keys to making them consider your job vacancy. The words you choose and the words you don't make a difference to how your company is portrayed and who applies for the job. Consider that the hiring process is possibly the first time a candidate engages with your company. A job description or advert is the moment their first impression of your company is formulated. The 'story' and information you share about your company matters; even before you know a candidate exists, your reputation, communication, and brand will help you engage with and subsequently recruit the best talent. Remember that words are powerful representatives of your workplace culture, so tune your language to the sector you wish to recruit in.
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As companies strive to source the best candidates, the 'time to hire' and the 'candidate experience' are becoming the prevailing factors. Creating concise, well-thought-out job descriptions and compelling adverts will help in many ways. You will align your line manager's sentiments about what the important aspects of the position are, thus enabling the business to focus on the skill set that is required for the job. Investing time at the start of the process and creating a clear document will help you have a structured interview and conduct contract negotiations. It will help you engage with the best-suited candidates possible and give clear messages, so candidates and your company are given the best chance of success.
www.hiringpeople.co.uk www.hiringpeople.co.uk 0330 100 2230 0333 414 9493 info@hiringpeple.co.uk info@hiringpeople.co.uk
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The Differences Between Job Descriptions And Job Adverts? Fundamentally, a job description is an internal document, whereas a job advert is an external one. The terms are used interchangeably by many people, but the intent of each document is quite different. A job description is used by hiring managers, Human Resources, and employees, providing a role overview. A job advert is more emotive and used for recruitment, carefully crafted to lure in the most desirable candidates by promoting the company as a special place to work while clarifying details such as required skills, experience, and qualifications. Every position in a company or organisation should have an associated job description on file. Without it, you are ill-prepared when hiring talent because a job description is step one in creating a job advert.
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Formatting Job Descriptions A job description summarises all of the role’s elements and the prerequisites to complete them. The job description should include essential duties, responsibilities, and activities, and the skills and qualifications needed to successfully complete the job. A correctly formatted job description will include: • Job Title • Job Overview • Location - home based, travel required • Duties - in order of importance • Supervisory Responsibilities • Soft and Hard Skills - needed to complete the role • Qualifications and Certificates - needed for the role • Company Structure - reports to • Salary and Benefits - holiday, healthcare • Company Overview
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Formatted this way, the job description can be leveraged by managers conducting performance reviews, and by hiring managers during candidate interviews. The job description is also a helpful document for employees. Employees can refer to the job description and see precisely what is expected from them with a hierarchy of duties and responsibilities. If exceptional talent is brought onboard with transferable skills but lacking qualifications or certifications, they can identify how to increase industry-specific knowledge through academic routes. To create a formatted job description, view our job description library.
www.hiringpeople.co.uk www.hiringpeople.co.uk 0330 100 2230 0333 414 9493 info@hiringpeple.co.uk info@hiringpeople.co.uk
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Creating Job Descriptions That Are Suitable For Job Adverts Job adverts have a different purpose to job descriptions. However, job descriptions can be created in a manner that makes them suitable for recruitment. For a job description to convert into a job advert, additional information may be added initially or during conversion. Examples of these elements include the employment classification (permanent, contract, part-time, full-time), expected hours of work, and physical demands. The intent of the job description to be used for hiring purposes also requires the addition of elements that encourage candidate engagement. The job title should now reflect what candidates search for, considering the necessary level of candidates. The company overview introduces the brand’s culture, focusing on building candidate desire. The message should be cohesive, positive, and personal, considering the company’s history, vision, and values. The position’s purpose can be added to provide a pitching opportunity to attract more applicants and recruit better talent.
www.hiringpeople.co.uk www.hiringpeople.co.uk 0330 100 2230 0333 414 9493 info@hiringpeple.co.uk info@hiringpeople.co.uk
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How To Optimise Job Advert Content Optimising job advert content starts with choosing the best-suited job title. The job title should be relevant, searchable, and informative. Including alternative job title abbreviations and locationspecific keywords in the job advert will facilitate meeting these objectives. It is crucial to describe desirable personal characteristics and traits accurately. Speaking to existing employees and researching the responsibilities of the role helps to identify skills, ensure expectations are clear, use the employee's language, and avoid confusing industry jargon. Set expectations by outlining the company standards, which will improve candidate quality and future retention rates. The final step is to ensure the job advert is proofread for spelling and grammar. The end ad should be concise, include keywords, and use bullet points to aid both search engines and job hunters.
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Identifying Your Target Audience And Providing A Clear Market Message To create a clear market message, the job advert needs to know its target audience and demographic, including their experiences, background, and qualifications. Talking to the target audience requires considering their professional motives, where they are, and their nature. When developing a market message, you must tap into the emotions of the target candidate, charging the motive to apply by mirroring their personal and professional goals and aspirations. Is the position a full or partial work-from-home opportunity? What benefits, rewards, and incentives will attract the right tier of candidates, and what makes your company unique?
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The advert should highlight the company culture and include a potent promise linked to the candidate's persona that can be kept, pulling candidates into action.
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Benchmarking Salaries And Advertising Jobs To Maximise Applications
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Benchmarking and publishing salaries when advertising jobs remains scarce. While businesses may think they are protecting themselves from overpaying candidates and negotiating lower rates, it is not conducive to maximizing applications from relevant, talented candidates. Research has demonstrated that showing a salary range can boost applications by 90%. Maximising applications requires being transparent, fair, and competitive. Displaying a salary benchmark also highlights companies as diverse, inclusive, and open, encouraging candidates to apply from often-overlooked talent pools.
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www.hiringpeople.co.uk www.hiringpeople.co.uk 0330 100 2230 0333 414 9493 info@hiringpeple.co.uk info@hiringpeople.co.uk
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Using Language Software To Entice Quality Candidates Language software has evolved far beyond spell checking and the correct use of grammar. Mundane text and uninspiring messages can be transformed into creative, dynamic, passionate, and engaging content with a tone reflecting your brand’s voice, aspirations, and values. Infusing your talent acquisition content with the right tone, clarity, words, delivery, style, and language patterns will transform response numbers and entice the highest quality candidates.
Job Description Checklist
Job Advert Checklist Create your job advert by following our checklist: Job Description Searchable Job Title Job Title Abbreviations Employment Classification Hours of Work Salary Benchmark Physical or Psychological Demands Company Values, Vision, and Culture Keyword Inclusion Spelling and Grammar Tone of Voice The final step is to post your job advert on over 100 job boards, post a branded advert, or discover flat fee recruitment.
Create your job description by following our checklist: Job Title Job Overview Location Duties Supervisory Responsibilities Soft and Hard Skills Qualifications and Certificates Company Structure Salary and Benefits Company Overview
www.hiringpeople.co.uk www.hiringpeople.co.uk 0330 100 2230 0333 414 9493 info@hiringpeple.co.uk info@hiringpeople.co.uk
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