Writing a dynamic and standout job specification is an essential part of attracting the right candidates. Provide too much information and you risk limiting the number of candidates that can apply – leaving you with little choice. Provide too little information and you risk candidates that are not qualified applying for the role.
The demand for talented candidates is rising and it is now more important than ever to not only sell the job in its entirety for the advantage of the candidate, but to also successfully portray what is required by the company from their ideal candidate. Here are 6 great tips for writing a dynamic and standout job specification.
It could be argued that the job title is the most important part of the job specification; because after all, it is what the candidate sees first. The title and level i.e. assistant, executive, director etc. should accurately reflect the role and the responsibility that comes with it – it is important not to under or over sell.
A short and straight to the point paragraph that clearly outlines the main purpose of the job is all that is needed here. Follow this with a bullet pointed list detailing the job type i.e. contract or perm, salary, location etc. – this will allow the candidate to see if the role is right for them. They’re not wasting your time and you’re not wasting theirs!
Bullet point the key responsibilities associated with the role – to avoid overwhelming candidates, try to include no more than 10 unless it is absolutely necessary. Keep your bullet points short and try and portray what a typical working day is like.
Key Skills, Qualifications and Experience
Again, use bullet points to keep this section short. List all of the mandatory and preferred qualifications, skills and experience. It is important to let the candidate know exactly what you are looking for; otherwise you will have candidates that are not right/qualified for the role applying.
Here you need to let the candidate know exactly what the hiring company is looking for – again, this will give the candidate a good indication if the role is right for them. Include information about the company’s products and/or services, size, location, goals and culture.
Include the name of the recruitment agency and the leading consultant’s full name and contact information – you want to put the candidate in direct contact with the right person and make applying as simple and effective as possible.
When producing a job specification, it is important to produce it for the benefit of both parties; the candidate and the company. If you can accurately reflect the company’s culture whilst also providing as much information as possible for the candidate, then you have created an effective job specification and should soon see the benefits.