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Bad Job Description Equals Poor Hiring Multiplied By Total Waste of Cost and Time…

Bad Job Description Equals Poor Hiring Multiplied By Total Waste of Cost and Time…
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Need we say more or use more direct words ; to stress both the importance of having the right Job Description and the disaster your business approaches when you get it wrong?

 

Need we state, an error of this kind hurts businesses of all sizes and standing equally, not only in terms of time and costs but also reputation?

Getting right to the point how is it that you actually end up with a bad, poorly written inept Job description? Let’s see the ways of such common errors, easily ignored but costly nonetheless, one by one.

Long And Confusing Job Title

According to a Glassdoor study “job titles with over 60 characters get only half as many clicks as jobs in the 10 to 20 character range.”. To attract young talent some companies have started using confusing but trendy-looking titles. In addition to being meaningless, they are also confusing to the candidates. Use regular titles that describe their future position.

Overall Length is Too Short or Long

A study says that job posts containing less than 250 words got the same number of clicks as those with 1,000 words. There are some exceptions. Many job descriptions relating to commonly found roles got 2.8X more apply clicks if they were under 750 words versus over 750. However, those for jobs (requiring more technical explanations) got nearly 2X the clicks if they were higher than 750 words.

We recommend keep your Job Description in the range of 300-700 words.

Negative Words

There are certain words to avoid in when writing a job description/posting is an ad. Negative words include the ones sound like candidates being told what to do like children.

A few examples:

must

always

cannot

Can’t

do not

didn’t

never

Strict

Unable

difficulties

extremely

always

not

refuse

Length of Sentences

Most job descriptions have sentences that are too long. But how does it matter?

  • a sentence with 8 words or less typically has 100% comprehension

  • a sentence with 14 words = 90% comprehension

  • a sentence with 43 words = 10% comprehension

We recommend keep your sentences of the length 8 - 13 words

Long Paragraphs

Paragraphs in job descriptions are often too long. Keep information properly segregated as paragraphs and don’t cram it all in one place.

Gender-biased language

Certain words can turn off some female candidates. Simply because these words give the impression to a woman that this may be a job either favoring a male candidate or requiring masculine characteristics.

assert

battle

boast

challenge

champion

compete

courage

decide

decision

decisive

defend

dominant

driven

fight

force

greedy

headstrong

headstrong

hierarchy

hostile

impulsive

individual

intellect

lead

logic

objective

opinion

outspoken

persist

principle

reckless

self-confident

self-reliant

self-sufficient

self confident

self reliant

self sufficient

stubborn

superior

unreasonable

We recommend: Try using more gender-neutral words.

Using 3rd Person Language

This is outright rude and establishes no connection between the employer and the candidate. Let’s see through this example what we mean here:

3rd Person Reference (To Avoid)

1st Person/2nd Person Reference (Desirable)

XYZ Pvt Ltd. is hiring a software developer…

We are hiring a software developer…

The software developer job requires these skill:

You are a good fit if you have the following skills:

This role supports a team within ABC department…

You’ll be supporting the ABC department in this role...

XYZ Pvt Ltd. is an equal opportunity employer…

We are a diverse company and encourage all individuals with requisite skills to apply…

The Copy Paste Culture

That does sound quite how 90% of job descriptions are written and posted, replicas of the last year, actually the year before or even earlier. Nobody can tell really for sure. But candidates can. If it’s a copy paste, it projects a negative impression that the employer doesn’t care enough to put in the effort to either draft an original or at least customize. In turn the candidates who apply to it, do so with the same casual manner and treatment.

Missing Or Inaccurate information

If you find that certain positions have a higher attrition (employee leaving) rate, maybe double check their job description to make sure that you are including all of the essential job functions. People like surprises, but usually not those that involve extra work.

Mention Very Clearly:

  • What job functions are absolutely essential?

  • What skills are “Required"?

  • What skill are preferred but not mandatory, i.e “Desired”?

  • Years/Time Frame for Relevant experience – Again differentiate between (Required/Desired)

Too much Internal Jargon

You may think that using technical jargon is acceptable since you are trying to attract professionals. However, people generally feel a bit insecure and big technical words and abbreviations can scare them, make them feel incompetent. Use regular, simple words instead, for a better response.

You may think that using technical jargon is acceptable since you are trying to attract professionals. However, people generally feel a bit insecure and big technical words and abbreviations can scare them, make them feel incompetent. Use regular, simple words instead, for a better response.

Now, we know this makes perfect business sense to you but you’re shying away from doing it, simply because it might take up too much of your time or money. We’re here to help. Our experts with 7+ solid experience in recruiting industry are there to help you out without costing you a mountain.


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