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Job Descriptions that Land You Great Hires
The document discusses key strategies for writing effective job descriptions that attract high-quality candidates. It emphasizes the importance of customizing descriptions for specific roles, appealing to millennials, optimizing for mobile, and providing realistic portrayals of company culture. Additionally, it highlights that transparency and addressing less-glamorous details can enhance the employer brand and lead to better candidate fits.
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Job Descriptions that Land You Great Hires
- 1. #GDChat Job Descriptions that LandYou Great Hires
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- 3. #GDChat Featured Speakers Jason Webster EnterpriseSales Manager at Glassdoor linkedin.com/in/jasonwebster99 @worldwidejweb Jennifer Slaski Executive Director of Marketing Communications at Spiceworks linkedin.com/in/jenslaski
- 4. #GDChat Agenda Customize Descriptions forSpecific Roles Appeal to Millennials Mobile Optimization Realistic Descriptions to Attract Qualified Candidates Prevent Buyer’s Remorse Highlight Your Employer Brand
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- 6. #GDChat Top 5 considerations job seekers takeinto account before accepting a job offer:
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- 8. #GDChat Software Engineers 78% ofsoftware engineers say the top reason they would leave their job is salary and compensation 48% of female software engineers are likely to apply to a company a friend recommended Customize Descriptions for Specific Roles
- 9. #GDChat 78% 94% of sales professionals saidthey would accept less money to work at a company selling something compelling of sales professionals say that base salary is the most important element of the compensation plan, while 62% say that commission is Sales Customize Descriptions for Specific Roles
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- 12. #GDChat Appeal to Millennials 41% ofBaby Boomers said workers should stay with an employer at least five years before looking for a new job Only 13% of Millennials agreed
- 13. #GDChat Appeal to Millennials Around70% hear about companies through friends and job boards
- 14. #GDChat Appeal to Millennials 80%of Millennials look for people and culture fit with employers Culture Fit?
- 15. #GDChat Appeal to Millennials •Career Growth • Benefits
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- 17. #GDChat Mobile Optimization • Haveyou tested your own site? • Do you know what people are seeing?
- 18. #GDChat Realistic Descriptions toAttract Qualified Candidates
- 19. #GDChat Realistic Descriptions toAttract Qualified Candidates 96% of candidates say it’s important to work for a company that embraces transparency
- 20. #GDChat Send the right messageto the right candidate at the right time Realistic Descriptions to Attract Qualified Candidates
- 21. #GDChat Realistic Descriptions toAttract Qualified Candidates • Leave out the fluff • Communicate the skills, qualities, and values you expect from a person in this role • Address your culture • Provide the less glamorous details, too • Leave the jobseeker with 2-3 takeaways
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- 23. #GDChat What is thework environment like? Is it casual or formal? Does it require you to be highly self-sufficient or collaborative? Address Your Culture
- 24. #GDChat Address Your Culture:add visuals
- 25. #GDChat Address Your Culture:add visuals
- 26. #GDChat Address Your Culture: highlightunique perks
- 27. #GDChat Address Your Culture: highlightunique perks
- 28. #GDChat Address Your Culture: provideless-glamorous details What is a day in the life of this job really like?
- 29. #GDChat Address Your Culture: makethem say “that’s me!”
- 30. #GDChat Address Your Culture: writeit like you’d say it
- 31. #GDChat Address Your Culture: let‘em meet their future team mates
- 32. #GDChat Address Your Culture: introducethem to your company
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- 34. #GDChat Prevent Buyer’s Remorse:Prequalify
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- 37. #GDChat Highlight Your EmployerBrand: Tell Your Story More Comprehension Better Understanding Higher Application Rates Quality Candidates Better Cultural Fit
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Editor's Notes
- #2 Speaking: Recruiting Blogs welcome
- #3 We encourage you to join the conversation online using our hashtag, GDChat. Glassdoor for Employers handle is @GDforEmployers
- #4 Jason Webster Jason Webster is a 20-year recruiting veteran to enterprise companies. Now Manager of Enterprise Sales at Glassdoor, Jason co-founded the first ever Employer Branding SaaSOngig, which allows enterprise companies to create, distribute, and measure interactive job descriptions at scale. Jason is also an accomplished speaker and blogger in the fields of Employer Branding, Candidate Experience, and Social Recruiting. He has spoken on multiple occasions with the Social Recruiting Strategies Conference and has been published Blogging4Jobs, HR Communication, Mashable, and Recruiter.com. You can connect with Jason via Twitter at:@worldwidejweb. Jennifer Slaski Jen Slaski is the Executive Director of Marketing Communications at Spiceworks but she’s more commonly known around the office as the “Exec Brand Muse” where she’s responsible for the essence of the Spiceworks brand -an "inside-out” brand that’s fueled by Spiceworks culture. Jen joined the company in 2006 and has been helping to create and evolve the company’s brand and marketing efforts ever since. Jen has always had a passion for the start up world. Before Spiceworks, she held multiple marketing positions at companies like pcOrder.com and Motive, and ran a full spectrum of online and offline marketing programs and events as an independent marketing consultant. Today, Jen has become the muse of the Spiceworks brand and company culture, which she believes work in tandem. Her passion about the interplay of culture and brand has led her to mentor others to help them understand that the best, most authentic brands aren’t contrived based on who you want to be; they flow directly from a company's culture specifically what employees believe and how they behave every day. Jen graduated from Stanford University with a major in Liberal Arts. In her spare time she enjoys day-tripping to classic Americana towns, anything involving nature, journalling, collaging and she also helps facilitate self-discovery activities and retreats for individuals and small groups.
- #8 Although those five things trend high across the board, candidates do care about different things depending on the role you’re hiring for. Make Descriptions: -Job Specific -location-specific -Department Specific -Management Specific -Different Values Ex: Growth versus new biz roles at Glassdoor. They way we write job descriptions for these roles differs. Have an intentional Voice – Manager V. Peer – Formal v. Conversational
- #9 --Maybe your target is a software engineer, maybe it’s sales professional—the way you attract these individuals will be different and knowing what appeals to each is critical. -For instance, let’s look at the stats on this slide. We see that software engineers will leave a job based on salary and compensation—if you’re trying to hire a software engineer, the compensation will need to be competitive.
- #10 -Now, if you’re recruiting Sales professionals you’re working with a whole other set of values. -Think about the nature of this work—it’s stressful to have an inconsistent income, so it makes sense that base salary would rank high. 94% say it’s the most important element of the compensation plan, compared to 62% who think commission is. -Is your compensation plan for sales professionals competitive? How will it stack up against other companies?
- #11 -Appealing to Millennials will become increasingly important in the next few years - It’s estimated that almost half of the workforce will be made up of millennials in 5 years, and they will make up 75% of the workforce by 2025.
- #12 Job Descriptions: -Focus on 2-3 things you want jobseekers to take away from your description -ie. Millenial-focused job postings: maybe emphasize 1) growth opportunities 2) retirement benefits 3) work culture -They’re much more concerned with career growth opportunities, benefits, and workplace culture. So if you’re looking to recruit college grads, you’ll definitely want to highlight those things go in your messaging. Talk about mentorship opportunities, what kinds of skills can be learned, any wellness perks or team building activities your org may offer. Transparency
- #13 -Again, when we look at this new workforce we are seeing different values than previous generations, which is translating into different job search and career habits. -But Millennials are likely to move around more frequently and try out different jobs and companies. It’s more about the experience for them
- #14 Around 70% of Millennials say they hear about companies through friends and job boards – Create job descriptions that people are proud of Want to share with others Don’t be afraid to use visuals or dress it up to reflect your employer brand!!! -So, how are Millenial’s finding jobs these days? -people are making career decisions in a similar manner to the way they make consumer decisions. If you want to go on vacation you look at TripAdvisor. You want to buy a tv you look at Amazon. We’re seeing the same behavior reflected in job seekers today, especially Millennials who have grown up in an online reviews world. They trust online reviews. -It’s not enough for them to learn about a company from the horse’s mouth (the company itself). -65% of Millennials said they are more skeptical of claims made by employers now than they were in 2011. -Around 70% of Millennials say they hear about companies through friends and job boards.
- #15 Company culture is the number one concern. -Nearly 80% of Millennials look for people and culture fit with employers -64% of Millennials would rather make $40K a year at a job they love, than $100K a year at a job they think is boring. Think about that. -Moral of the story? It’s not all about the money—it’s about whether a candidate feels they can grow in and relate to your organizational culture. -Mentorship importance
- #16 Focus on values conveyed in description & the resonance of main takeaways by jobseekers -So we know culture takes the cake. What’s another front of mind concern for Millennials? -Well, 60% of Millennials consider the most attractive perk to be growth opportunities -46% of Millennials left their last job due to lack of career growth -76% of Millennials say that retirement benefits offered by a prospective employer are a major factor in their decision to accept a job offer -So, if you’re trying to attract Millennials to your company, these values need to be reflected in the job descriptions
- #17 IF ANYTHING – Make things mobile “Gen Mobile” Population http://employers.glassdoor.com/blog/mobile-must-decent-recruiting-efforts/
- #18 -If you don’t have a mobile optimized site, you may be missing out on applicants. -A staggering 45% of job seekers say they use their mobile device specifically to search for jobs at least once a day.
- #19 HONESTY & TRANSPARENCY
- #21 Headline Make it Straightforward. Sell them in the description. Use job-description to pre-qualify candidates In the past, JD’s were an afterthought. You should be using them offensively to attract the right people!
- #22 KNOW THE POSITION – BE FAMILIAR WITH THE ROLE Don’t repurpose old job posts– make relevant. Evergreen roles need evolving JD’s too! Help your managers write better descriptions workshop, contests Evaluate which posts are doing better (which post is performing/making a difference) Don’t get “cute” with description (cut the fluff) – Be realistic & straightforward Make sure jobseekers are walking away with 2-3 KEY TAKEAWAYS Decide on a voice: Manager v. Peer (Formal v. Conversational)
- #24 Example from GoDaddy’s Career Page.
- #25 -Add visuals to job descriptions! Make them esthetically pleasing -This example is also from Autodesk’s Career site. This job description is for a Cloud Infrastructure Architect role. They’ve gotten really creative and embedded a Slideshare right on the job description page -pictures, video, badges -Adding an anecdote from a current employee is a good idea, too
- #26 that showcases all sorts of attractive aspects of the company that would appeal to someone in this role, including: -how their tools are inspiring innovation -how customers’ creations are shaping the world into a better place
- #27 -Example from Yelp’s Career Page. -This is for an Account Executive role, and points out things like fully stocked kitchen, stock incentives, and 401k matching (http://yelp.ongig.com/jobs/Account-Executive-New-York-NY?lang=en)
- #29 Be honest, transparent: RELEVANT INFORMATION FROM PREVIOUS DECK: In this stage, you need to be building content that helps explain what the job really is, not just the requirements of what it takes to be considered for it. Your content here should answer questions about the day-to-day nature of the job, who does it now, and who does it well. Is this a job where someone will be home by 5:30 every day, or should someone need to work 12-14 hour days to be successful? Who will this job report to, and where does that fall in the organization chart? Will someone report to this role? If so, how many people, and what will they need in terms of coaching and managing?
- #30 Be honest, transparent: RELEVANT INFORMATION FROM PREVIOUS DECK: In this stage, you need to be building content that helps explain what the job really is, not just the requirements of what it takes to be considered for it. Your content here should answer questions about the day-to-day nature of the job, who does it now, and who does it well. Is this a job where someone will be home by 5:30 every day, or should someone need to work 12-14 hour days to be successful? Who will this job report to, and where does that fall in the organization chart? Will someone report to this role? If so, how many people, and what will they need in terms of coaching and managing?
- #31 Be honest, transparent: RELEVANT INFORMATION FROM PREVIOUS DECK: In this stage, you need to be building content that helps explain what the job really is, not just the requirements of what it takes to be considered for it. Your content here should answer questions about the day-to-day nature of the job, who does it now, and who does it well. Is this a job where someone will be home by 5:30 every day, or should someone need to work 12-14 hour days to be successful? Who will this job report to, and where does that fall in the organization chart? Will someone report to this role? If so, how many people, and what will they need in terms of coaching and managing?
- #32 Be honest, transparent: RELEVANT INFORMATION FROM PREVIOUS DECK: In this stage, you need to be building content that helps explain what the job really is, not just the requirements of what it takes to be considered for it. Your content here should answer questions about the day-to-day nature of the job, who does it now, and who does it well. Is this a job where someone will be home by 5:30 every day, or should someone need to work 12-14 hour days to be successful? Who will this job report to, and where does that fall in the organization chart? Will someone report to this role? If so, how many people, and what will they need in terms of coaching and managing?
- #33 Be honest, transparent: RELEVANT INFORMATION FROM PREVIOUS DECK: In this stage, you need to be building content that helps explain what the job really is, not just the requirements of what it takes to be considered for it. Your content here should answer questions about the day-to-day nature of the job, who does it now, and who does it well. Is this a job where someone will be home by 5:30 every day, or should someone need to work 12-14 hour days to be successful? Who will this job report to, and where does that fall in the organization chart? Will someone report to this role? If so, how many people, and what will they need in terms of coaching and managing?
- #34 EMPLOYEE ENGAGEMENT
- #35 Be honest, transparent Use job description to pre-qualify candidates and save yourself time! CUT FLUFF – MAKE SURE DESCRIPTION IS A REFLECTION OF JOB
- #37 Be honest/ transparent – Align descriptions with brand (highlight what you stand for) -To further reinforce the importance of your employer brand, take a look at these stats. -69% of people wouldn’t take a job with a company that had a bad reputation…even if they were unemployed! That’s pretty telling of how important reputation is. -84% of people would consider leaving their current job for another role with a company with an excellent reputation. -Having a strong employer brand doesn’t happen by accident—you have to manage it! -Create a game plan. 84% of companies believe a clearly defined strategy is key to achieving employer branding objectives -Another important thing is to tell people exactly why your company rocks. 76% want details on what makes the company an attractive place to work
- #38 TELL A COMPELLING STORY – Compelling Message on Job Description People want to share (and apply)