Recruiters: Stop Using So Many Buzzwords in Your Job Descriptions!
March 11, 2013
Are your job descriptions overflowing with hyperbolic buzzwords? Learn how to reel in top talent by bringing them back to earth with practical, measurable requirements.
Like all good satire, I noticed more than a little truth in this recent article and video from the Onion, “Man Not Sure He’s Dynamic Enough to Work at Local Marketing Firm”.
Basically, the video is poking fun of some of the hyperbolic and buzzword-filled qualifications plaguing job descriptions these days. Here are a couple of examples:
“results-driven, high-energy ‘A’ player capable of providing cutting-edge insights”
or
“ability to work in fast-paced, deadline-oriented environment as a dynamic self-starter”
What do qualifications such as these really mean? How could a hiring manager possibly measure them?
Think of it this way: Candidate is to Resume as Company is to Job Description
What I’m trying to say is that creating quality, fluff and buzzword-free job descriptions is critical to attracting the best talent.
You might compare this to a job candidate’s resume — if it’s full of self-descriptors such as “high-energy,” “team-oriented,” or “dynamic,” it’s difficult to glean what exactly this person’s skills are.
3 Tips for Writing Practical Job Descriptions that are Actually Usable
In order to find the right candidate you are seeking, make sure the following three qualities accurately describe your company’s job descriptions and qualifications:
- Concise
- Straightforward
- Accurate
Here are three tips for accomplishing that:
1) Use Quantifiable Qualifications
It’s very easy for a candidate to claim they work well on a team or in a fast-paced environment. Go beyond that by digging into the measurable qualifications you desire in the ideal candidate. Perhaps it is working with a specific type of technology, or proven experience meeting/exceeding sales goals.
By adding quantifiable job qualifications, Not only will you be able to screen candidates more accurately, you will also be able entice candidates who are more qualified and ready to prove how they are right for the position by providing real proof.
2) List Key Objectives
Another suggestion for your job description is to add key objectives of the role. It’s nice to have specific qualifications and day-to-day job duties, but what is your company looking to get out of this position long term?
These objectives could include long-term goals such as a “20% increase in website traffic” for a Marketing Manager, or “creating a university relationship program” for a Recruiting Manager.
3) Get Crystal Clear
By posting specific rather than generic or vague job descriptions, you indicate that you know exactly what type of person your are looking to hire, and precisely how you want them to add value to your organization.