How to Build Magnetic Job Postings from Fluffy Job Descriptions

Never Saw A Job Description That Would Make a good Job Posting!

With so many types of candidates in high demand, it might seem that more sourcing is the best way to get more of those in-demand candidates.

More, harder, late-night sourcing certainly will turn up a few more candidates.

But if you want to land a higher percentage of the people you reach out to, and have more quality candidates respond to your posting, you must write a posting that engages, intrigues, and calls out to those candidates.

Here is one way to start that.

Review the JD to identify additional information and/or clarifications that you need from the hiring manager. There are multiple benefits for you, the hiring manager, candidates and even your supervisor when you create postings this way. (Your supervisor benefits because happy hiring managers don’t complain to your supervisor; unhappy ones do!)

These examples are from the Requirements section of a recent job description from a company where I am coaching the recruiting team on these topics.

When you see phrases like “Manage a team to…”, etc., I’ve listed some of the questions you may want to ask.

From the Responsibilities section of the JD:

–       Manage a team to …

• How big is the team?
• What titles do the team members have?
• Is the team located remotely?
• Will this person have to grow the team, train the team?
• Since this position manages a team, what management experience do you want someone to have—years? # of people managed,

–       Implement projects …

• An example of what a “project” might be
• How many of them total in a year (or month)
• How long would a typical project last?
• Is there a team that works on the “implementation”
• Does this person lead that team?

–       Monitor key metrics…

• What are those metrics
• What makes them “key”
• Are there processes and/or system in place to gather the metrics or does this person create those
• Who are these key metrics reported to
• Is there anything else this person should do as a result of monitoring the metrics

You get the point. Notice that you will also get some specifics about the required background. Many job descriptions are pretty vague in that area as well.

There may be so much “fluffy” high level language in the job description that you simply cannot get everything defined to the level above. But don’t cut short your time with the hiring manager on these questions. When you ask good substantive questions, they will see the value of spending the time. You may be surprised at their reaction as the two of you talk about the position this way.

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