You must create a strong job description if you want to draw in the best applicants for the position. A strong job description will make your position stand out from the other 20 million opportunities on Indeed. Your job descriptions are where you tell your prospective employee about your business and your position.
Finding the ideal balance between giving just enough information to help candidates understand the role and your organization while keeping your description brief is the key to drafting great job descriptions. According to our research, job descriptions with 700–2,000 characters receive up to 30% more applications.
Create a job offer that is both compelling and successful by using the advice and sample job descriptions provided below.
What Details Ought to include in a Job Description?
We advise giving your job descriptions as much information as you can. You want potential employees to have a clear knowledge of what the position entails before they apply. This will allow them to assess whether it is something they truly want to pursue. A strong job description often has the following elements.
- Job title
- Location
- Role objectives
- Role responsibilities
- Desired experience
- Benefits
- Compensation
- Work hours, travel requirements
- Company description
Words Commonly used to Characterize a Company’s Culture
The following phrases are frequently used to characterize a company’s culture positively:
- Friendly: Demonstrates that employees interact well with one another throughout the workday. Other terms to characterize this style of society are “warm,” “sociable,” and “amicable.”
- Employees are encouraged to explore the full potential of their skill sets, and they are likely to flourish as a result of their employment experience. Words like “stretching,” “exacting,” and “resilient” can also be used.
- Motivating: Indicates that the organization is inspirational and that employees will be pushed to work hard. A motivating corporate culture can alternatively be described as “exciting,” “active,” or “driving.”
- Employees will feel involved in their job if it relates to their interests, according to the definition of engaging. The culture can alternatively be described as “enriching,” “stimulating,” or “energizing.”
- Nurturing: Demonstrates that the organization is committed to the growth and development of its personnel. This culture can alternatively be described as “caring,” “fostering,” or “supporting.”
- Collaborative: Indicates that people and teams will collaborate cross-functionally to achieve their goals. You can alternatively say “group-focused,” “cooperative,” or “unified” instead of “collaborative.”
- Autonomous: Denotes that employees are trusted to have ownership over their work and the ability to enhance results on their own. Other words to consider include “autonomous,” “individualistic,” and “flexible.”
Why Does Your Organizational Culture Need to Match Your Brand?
If your organization’s culture is just “good,” you’re setting the bar too low. A company that prioritizes characteristics such as ethics and collaboration is no different from any other. If you want to achieve the types of precise results that will allow you to differentiate your firm, you must develop a distinct culture that fosters the right employee attitudes and behaviors. The term “organizational culture” is more than simply marketing agency jargon. It genuinely has value in your company. Consider it the connection between the company and its employees. For many job seekers today, culture fit has become a top consideration. If we spend more than 40 hours a week working, wouldn’t you want to spend it with people we like in a place we love returning to day after day?
When employees feel that their employers truly care about the well-being of their staff, you see better morale and less turnover. The American workforce has been bred to believe that businesses care more about their bottom line than they do their employees, which creates less loyalty and more distrust between workers and leadership. Companies that are successful in creating a strong culture do a great job of eliminating that barrier.
New workplace culture improvements are attempting to address concerns about burnout and the imbalance between prioritizing work and personal life. Businesses are attempting to be more sensitive of their employees’ personal life by instituting practices such as flex scheduling and remote work. If your rivals prioritize work-life balance more than you do, they will undoubtedly win over the best job prospects on the market.
How Does Company Culture Affect Your Brand?
Your staff is your most effective brand advocates. You may rely on them to bring in fresh prospects, business leads, and to promote the company’s vision with the outside world. Even after they have left your organization, they will remember the experience they had while working with you.
It is critical to understand and maintain the relationship between the company and its personnel. You must cultivate internal relationships just as you would any major client connection.
What Exactly is a Job Description?
A job description is a document created by an employer that describes the activities and responsibilities of a certain post, as well as the skills and experience required to be considered for the position.
Ways to Write a Job Description:
-
Research Your Ideal Prospect
Create a composite of your ideal employee or a target applicant persona. Make powerful promises based on the facts you discover that your target candidate wants to hear and, more significantly, that you know you can keep. Are you looking for someone to work in content marketing? Consider which parts of your current marketing team you wish to see in your incoming hiring. What are the career objectives of your present employees? What do they like best about the business? What expertise do they lack that your applicant can fill? These are all significant pieces of information that may help you design a suitable job description and verify your possible applicants are a cultural and professional fit for your firm.
-
Use Keywords to Optimize the Job Title.
If you’re seeking for a position in content marketing, label it exactly what you’re looking for, such as content marketing manager. If you work in B2B and have clients all over the world, for example, include a couple extra adjectives: “Global B2B Content Marketing Coordinator”. Keep in mind that the terms your ideal applicant uses when searching for employment online might vary depending on their degree of expertise. Consider terms like “strategist,” “specialist,” or even “manager” when looking for a mid-level content marketer. Is the material you create part of a wider digital marketing campaign? If so, put it in the title. Post the job with a recognizable, keyword-friendly title because that’s what prospects will be looking for. If you’re seeking for a position in content marketing, label it exactly what you’re looking for, such as content marketing manager. If you work in B2B and have clients all over the world, for example, include a couple extra adjectives: “Global B2B Content Marketing Coordinator.” Keep in mind that the terms your ideal applicant uses when searching for employment online might vary depending on their degree of expertise. Consider terms like “strategist,” “specialist,” or even “manager” when looking for a mid-level content marketer. Is the material you create part of a wider digital marketing campaign? If so, put it in the title. Post the job with a recognizable, keyword-friendly title because that’s what prospects will be looking for.
-
Briefly Summarise the Job’s Advantages
Every advertisement must begin with a brief explanation, or summary, of the function. It should be concise and convincing, but don’t forget to include the larger picture advantages as well.
In a commercial, General Electric did a fantastic job highlighting the perks of their positions as part of a humorous series to assist the corporation transform its identity. Take note of how the individual in the blue sweater explains their new job:
As a Content Marketing Specialist for an IT-based organization, you will write articles, infographics, and eBooks to engage your audience. Your objective will be to get thousands of individuals to sign up for our newsletter and follow us on LinkedIn. Your achievement will broaden Security Software’s global reach, assisting millions of parents in protecting their children from online predators while also growing your personal brand as a leading authority in our field.
-
Make a Summary of the Benefits Package
Companies will ask a lot from workers , which is why companies should offer so much back.
Companies will shower you with perks in addition to your excellent pay, medical/dental/vision plan, and matching, including:
Dress: as you want to the office and be as comfortable as you are in your own living room.
Flexibility: Feel free to avoid the drive and work from home two days a week.
Food: By using our well-stocked, nutritious kitchen, you may save hundreds of dollars on food each year.
Every morning, stretch away the stress at our on-site yoga studio.
The Solution to the Problem of a Job Description
Many of these are simple and will not adequately represent your culture. However, a handful of them provide the chance to show what it is like to be a part of your team. You can recruit top talent by creating compelling job descriptions now that you know how to express your business culture in them. Simple, thorough, and industry-specific job descriptions will attract more applicants.
Join a recruitment platform that offers free job description creation to streamline the process. HireME is a recruitment management system that provides AI job description generator at no cost, using which you can write job descriptions in minutes. With HireME, you will be able to promote your employer brand while also attracting top people and reflecting your corporate culture. You do not need to login to use HireME AI JD generator. To get started on a streamlined hiring process, sign up for a free trial of HireME and watch as your business and culture quickly get attention!
Wrap up
Admit it or not, your job description might be slanted and turn off excellent candidates. How? Jargon, gendered language, culturally specialized idioms, and insider language are all used.
Terms like “energetic,” “genius,” “resolute,” and “raw talent,” for example, may appear innocuous, but they contain a masculine bias and might damage your candidate pool. Using Americanisms such as “just up your alley” might potentially mislead candidates whose first language is not English.
According to the Indeed analysis, 30% of companies polled emphasized inclusive job descriptions. You should use AI to create job descriptions and create JDs that attract the right talent.
You must create a strong job description if you want to draw in the best applicants for the position. A strong job description will make your position stand out from the other 20 million opportunities on Indeed. Your job descriptions are where you tell your prospective employee about your business and your position.
Finding the ideal balance between giving just enough information to help candidates understand the role and your organization while keeping your description brief is the key to drafting great job descriptions. According to our research, job descriptions with 700–2,000 characters receive up to 30% more applications.
Create a job offer that is both compelling and successful by using the advice and sample job descriptions provided below.
What Details Ought to include in a Job Description?
We advise giving your job descriptions as much information as you can. You want potential employees to have a clear knowledge of what the position entails before they apply. This will allow them to assess whether it is something they truly want to pursue. A strong job description often has the following elements.
- Job title
- Location
- Role objectives
- Role responsibilities
- Desired experience
- Benefits
- Compensation
- Work hours, travel requirements
- Company description
Words Commonly used to Characterize a Company’s Culture
The following phrases are frequently used to characterize a company’s culture positively:
- Friendly: Demonstrates that employees interact well with one another throughout the workday. Other terms to characterize this style of society are “warm,” “sociable,” and “amicable.”
- Employees are encouraged to explore the full potential of their skill sets, and they are likely to flourish as a result of their employment experience. Words like “stretching,” “exacting,” and “resilient” can also be used.
- Motivating: Indicates that the organization is inspirational and that employees will be pushed to work hard. A motivating corporate culture can alternatively be described as “exciting,” “active,” or “driving.”
- Employees will feel involved in their job if it relates to their interests, according to the definition of engaging. The culture can alternatively be described as “enriching,” “stimulating,” or “energizing.”
- Nurturing: Demonstrates that the organization is committed to the growth and development of its personnel. This culture can alternatively be described as “caring,” “fostering,” or “supporting.”
- Collaborative: Indicates that people and teams will collaborate cross-functionally to achieve their goals. You can alternatively say “group-focused,” “cooperative,” or “unified” instead of “collaborative.”
- Autonomous: Denotes that employees are trusted to have ownership over their work and the ability to enhance results on their own. Other words to consider include “autonomous,” “individualistic,” and “flexible.”
Why Does Your Organizational Culture Need to Match Your Brand?
If your organization’s culture is just “good,” you’re setting the bar too low. A company that prioritizes characteristics such as ethics and collaboration is no different from any other. If you want to achieve the types of precise results that will allow you to differentiate your firm, you must develop a distinct culture that fosters the right employee attitudes and behaviors. The term “organizational culture” is more than simply marketing agency jargon. It genuinely has value in your company. Consider it the connection between the company and its employees. For many job seekers today, culture fit has become a top consideration. If we spend more than 40 hours a week working, wouldn’t you want to spend it with people we like in a place we love returning to day after day?
When employees feel that their employers truly care about the well-being of their staff, you see better morale and less turnover. The American workforce has been bred to believe that businesses care more about their bottom line than they do their employees, which creates less loyalty and more distrust between workers and leadership. Companies that are successful in creating a strong culture do a great job of eliminating that barrier.
New workplace culture improvements are attempting to address concerns about burnout and the imbalance between prioritizing work and personal life. Businesses are attempting to be more sensitive of their employees’ personal life by instituting practices such as flex scheduling and remote work. If your rivals prioritize work-life balance more than you do, they will undoubtedly win over the best job prospects on the market.
How Does Company Culture Affect Your Brand?
Your staff is your most effective brand advocates. You may rely on them to bring in fresh prospects, business leads, and to promote the company’s vision with the outside world. Even after they have left your organization, they will remember the experience they had while working with you.
It is critical to understand and maintain the relationship between the company and its personnel. You must cultivate internal relationships just as you would any major client connection.
What Exactly is a Job Description?
A job description is a document created by an employer that describes the activities and responsibilities of a certain post, as well as the skills and experience required to be considered for the position.
Ways to Write a Job Description:
-
Research Your Ideal Prospect
Create a composite of your ideal employee or a target applicant persona. Make powerful promises based on the facts you discover that your target candidate wants to hear and, more significantly, that you know you can keep. Are you looking for someone to work in content marketing? Consider which parts of your current marketing team you wish to see in your incoming hiring. What are the career objectives of your present employees? What do they like best about the business? What expertise do they lack that your applicant can fill? These are all significant pieces of information that may help you design a suitable job description and verify your possible applicants are a cultural and professional fit for your firm.
-
Use Keywords to Optimize the Job Title.
If you’re seeking for a position in content marketing, label it exactly what you’re looking for, such as content marketing manager. If you work in B2B and have clients all over the world, for example, include a couple extra adjectives: “Global B2B Content Marketing Coordinator”. Keep in mind that the terms your ideal applicant uses when searching for employment online might vary depending on their degree of expertise. Consider terms like “strategist,” “specialist,” or even “manager” when looking for a mid-level content marketer. Is the material you create part of a wider digital marketing campaign? If so, put it in the title. Post the job with a recognizable, keyword-friendly title because that’s what prospects will be looking for. If you’re seeking for a position in content marketing, label it exactly what you’re looking for, such as content marketing manager. If you work in B2B and have clients all over the world, for example, include a couple extra adjectives: “Global B2B Content Marketing Coordinator.” Keep in mind that the terms your ideal applicant uses when searching for employment online might vary depending on their degree of expertise. Consider terms like “strategist,” “specialist,” or even “manager” when looking for a mid-level content marketer. Is the material you create part of a wider digital marketing campaign? If so, put it in the title. Post the job with a recognizable, keyword-friendly title because that’s what prospects will be looking for.
-
Briefly Summarise the Job’s Advantages
Every advertisement must begin with a brief explanation, or summary, of the function. It should be concise and convincing, but don’t forget to include the larger picture advantages as well.
In a commercial, General Electric did a fantastic job highlighting the perks of their positions as part of a humorous series to assist the corporation transform its identity. Take note of how the individual in the blue sweater explains their new job:
As a Content Marketing Specialist for an IT-based organization, you will write articles, infographics, and eBooks to engage your audience. Your objective will be to get thousands of individuals to sign up for our newsletter and follow us on LinkedIn. Your achievement will broaden Security Software’s global reach, assisting millions of parents in protecting their children from online predators while also growing your personal brand as a leading authority in our field.
-
Make a Summary of the Benefits Package
Companies will ask a lot from workers , which is why companies should offer so much back.
Companies will shower you with perks in addition to your excellent pay, medical/dental/vision plan, and matching, including:
Dress: as you want to the office and be as comfortable as you are in your own living room.
Flexibility: Feel free to avoid the drive and work from home two days a week.
Food: By using our well-stocked, nutritious kitchen, you may save hundreds of dollars on food each year.
Every morning, stretch away the stress at our on-site yoga studio.
The Solution to the Problem of a Job Description
Many of these are simple and will not adequately represent your culture. However, a handful of them provide the chance to show what it is like to be a part of your team. You can recruit top talent by creating compelling job descriptions now that you know how to express your business culture in them. Simple, thorough, and industry-specific job descriptions will attract more applicants.
Join a recruitment platform that offers free job description creation to streamline the process. HireME is a recruitment management system that provides AI job description generator at no cost, using which you can write job descriptions in minutes. With HireME, you will be able to promote your employer brand while also attracting top people and reflecting your corporate culture. You do not need to login to use HireME AI JD generator. To get started on a streamlined hiring process, sign up for a free trial of HireME and watch as your business and culture quickly get attention!
Wrap up
Admit it or not, your job description might be slanted and turn off excellent candidates. How? Jargon, gendered language, culturally specialized idioms, and insider language are all used.
Terms like “energetic,” “genius,” “resolute,” and “raw talent,” for example, may appear innocuous, but they contain a masculine bias and might damage your candidate pool. Using Americanisms such as “just up your alley” might potentially mislead candidates whose first language is not English.
According to the Indeed analysis, 30% of companies polled emphasized inclusive job descriptions. You should use AI to create job descriptions and create JDs that attract the right talent.