Do you struggle to find the right people for open positions at your company? Have you hired seemingly great employees who don’t quite align with your company’s values or fail to meet job expectations?
Believe it or not, it’s not just you. Failing to hire a “perfect match” happens to companies all the time. But if you’d like to ensure your next hire meets (or, better yet, exceeds) expectations, it’s time to take a hard look at your position descriptions.
The Right Position Description = The Right Candidate
If you find yourself with a bad case of hirer’s remorse, you’re not alone. A CareerBuilder survey found around 75% of employers have hired the wrong person for a position. Why? According to the study, poorly defined positions are a significant factor.
After all, how can you attract top talent if your position descriptions are inaccurate, unappealing, or too broad to find the best fit? A vague position description may cast a wide net, but you need to narrow down the pool!
Remember that position descriptions serve two key purposes. First, they are a marketing tool for your company. When well-crafted, they advertise your business, tell your story, and appeal to top candidates. It’s as much about selling your business opportunities to potential employees as it is a way to fill an empty role.
A report by LinkedIn found that organizations with a strong employer brand receive an impressive 50% more (qualified) applicants. The writing style and formatting of a position description provide a snapshot of the company culture. Position descriptions provide job seekers with a first impression, ideally a positive one, that encourages them to consider your company.
Second, the position description is your first informal agreement with a new employee. It states the culture, duties, responsibilities, and required abilities of the job. It sets expectations for the ideal person to fulfill the position. The job description provides a self-checklist for people to tick through—do they “agree” to and match the company and role definitions?
How to Craft a Compelling Position Description
A winning job description has several components. It’s important that it gives the reader an inside look at your organization, not just a generic description of the work required.
Begin the job ad with a company summary that includes your mission and brand story. This background should reflect and align with the messaging on your website, social media, and other marketing materials. Include a compelling business history—what the company does, for whom, and the factors that have led to success.
Next, clearly outline the company values and expected essential actions and behaviors that define your company culture. Remember that you’re looking for people who can not only do the job’s required tasks but who also align with how your company does business.
For example, if you have a value of “Teamwork” with a related behavior of “Check your ego at the door,” share it. This statement tells job seekers right off the bat that people focused solely on individual performance and receiving personal credit over the team need not apply. Job seekers want to work for companies with a purpose and values they connect with. Your summary should leave aligned prospects thinking, “Wow! This is a company I want to work for!” and, “Please, tell me more.”
Position Summary: Define the Role’s Impact
Next, provide a position summary that clearly outlines the role, responsibilities, and impact on the company.
Describe how the position is critical in the business’ operations and the influence on overall success. Who will the new employee be accountable to, and what other teams will they collaborate with?
People want to know what’s expected of them and how they will contribute. Your goal is to keep qualified candidates engaged and interested. At the same time, those who don’t align with your values or expectations should be able to recognize that immediately and move on to find a better fit.
Essential Duties and Responsibilities
As you craft a job description, present a concise but detailed outline of essential duties and responsibilities. Avoid creating a long checklist of routine tasks like answering phones, responding to emails, or attending meetings—these are expected in most roles. Instead, focus on the key contributions and deliverables that define success in the role.
A few sample questions to guide you might include:
- What is the purpose of the position within the organization?
- What solutions will the person in this role provide?
- What will this person be expected to do daily, weekly, or monthly?
- What results will this person be held accountable for?
A well-defined list of duties and responsibilities clarifies job expectations and accountability. It helps job seekers determine if they are a good fit and can meet the expectations.
Qualifications: What Does Success Look Like?
Clearly outline the knowledge, skills, and abilities the candidate needs to be successful in the new role. Consider what is truly required versus what can be learned on the job. For example:
- Is experience with CRM software sufficient, or must it be your specific software system?
- Does the position require a degree, or will relevant experience suffice?
Sometimes, employers make the error of creating a position description that’s overly specific about something that the right candidate could quickly learn. In this case, the great potential candidate might not apply, thinking they’re underqualified.
It’s also important to include soft skill competencies in the job description. These soft skills typically refer to behaviors, personal talent, and motivators. Does the role require an employee who will:
- See and pay attention to details?
- Organize and motivate others?
- Maintain a rational and objective demeanor?
- Be comfortable with frequent change?
- Be motivated by rules, creative expression, or servant leadership?
It’s also crucial to include physical requirements. Candidates should know right away if a job requires heavy lifting, working in confined spaces, or if most of the work is light-duty—walking and sitting.
Setting Expectations from the Start
Well-thought-out position descriptions attract the right candidate pool. To make the position stand out, conclude the description with a list of benefits. Benefits can be a significant deciding factor when an employee takes a position, and it’s important to set the bar accurately.
Once you’ve found a candidate who’s a great fit and you’re ready to extend the offer, include the position description along with the offer letter or employee contract. The new employee acknowledges their understanding and agreement of their responsibilities and expectations by signing the job description. Setting clear expectations up front helps prevent the dreaded “I never knew that was my responsibility or part of the job” down the road.
By sharing the company values, essential duties of the position, and required employee qualifications, you establish a foundation of trust between your company and your new hire. A position description is the first agreement you make with an employee—helping both parties understand and commit to the expectations, setting the stage for a successful hire and long-term fit.
For more information on how to make your company’s next hiring decision successful, reach out. Let me help you boost your candidate pool with effective positive descriptions to find the right employee fit.
