Your job descriptions are potentially undermining your entire recruitment process. They has been a part of the recruiting landscape for decades because a lot of applicants want to read something or research before committing to apply to a role, but often job descriptions, intended as half internal, half external document don’t make compelling advertisements for your role or company.

Firstly, the real problem -

The review of the JD takes place by the candidate in isolation. Meaning the candidate will read it and self-exclude themselves. There is no opportunity to discuss it with them. And the problem with self-exclusion is you don’t know who you’re missing out on.

Is it an internal or external document? -

Use of job descriptions that have been on a drive for 5-years as document used to measure capability internally is probably okay. The problem is if the document leaves the company it will end up as a recruiting tool, some agencies may copy it onto the job boards or send it directly to candidates.

If you do send the document external it needs to be perfect, as applicants will take it literally and at face value.

From an agency standpoint, often you will have a great conversation with a candidate, send a JD if requested, and if that JD contradicts the conversation, the candidate will believe the JD and may withdraw, or be very difficult to bring back into the process. If you can even contact them again.

Your Ideal Applicant Vs The Applicants You’d Like to Apply -

So, you create a JD designed to go external. A big mistake you can make is aligning the JD against what your ideal candidate looks like.

I had a client ten years back who insisted on stating the latest version of Oracle. The client wasn’t using that version of Oracle, so why was that? Well “it’s the latest version, James. Why would I ask for something older?”

Because when candidates look at that on your JD they assume either - you’re working with it, and they’ll get to learn it. Or they need to have experience with it to apply. Neither was true in this case.

The key points are you need to mention both what you are currently using - and when discussing the criteria for an engineer to apply - it needs to align to the minimum criteria you would accept. Or applicants will self-exclude, even if you may have found them suitable.

Sounds Like a Mine Field, What Else Can I Do?

Well, it is. And the answer depends on your hiring strategy (Agencies, TA, Seek etc). All routes will be benefit by improving your employer brand.

Rather than a JD the best companies do the following:

⁃           Visible executives, providing thought leadership on the business domain or the technology they use.

⁃           Video – on your LinkedIn pages and website with high production values showing your team, your culture, engineering team, leadership etc.

⁃           Information on your website catered to people researching your business before applying to roles.