Hire For the Work That Needs to Be Done, Not the Job Title That Needs to Be Filled

Kymberly Davis
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A job title is important for potential applicants to see but doesn’t always express exactly what a position will entail. Day to day tasks, duties, and skills necessary for the job may not always be easily understood by an applicant based on just the job title. 

As an employer, writing an effective advertisement for a position can save you the headache of wading through a larger sea of candidates to find the perfect match. Applicants are more likely to apply to roles that match their experience and skills if they clearly understand what their responsibilities would be. You (and the applicant) spend less time and effort filling a role!

How should you write an effective job advertisement for your vacancy? Here are some ideas to consider, and pitfalls to avoid.

Avoid the Job Description

Simply copying and pasting the job description may not be helpful for applicants trying to understand what they need to bring to the table. Too much information about specific duties can be overwhelming and is not very engaging or appealing to candidates. Instead, focus on the main responsibilities or skills an applicant would need to thrive in the position, and make sure they stand out in the description. 

Your goal is to advertise the position to entice skilled candidates to apply, so showcase what makes your company enjoyable and interesting! Including information about company culture, benefits, learning opportunities, or values makes your posting more appealing for candidates. If it seems like too much information, consider using a hyperlink to direct candidates to more information elsewhere (like the company website).

Tone, Grammar, and Format

A friendly tone can go a long way towards making candidates feel excited or positive when considering whether to apply. Avoid using overly formal language, or words and phrases that can be misinterpreted. For example, advertising for a “team player” or “fast-paced role” may be negatively interpreted by candidates.

Good grammar and formatting are important, too! Make sure to proofread and check that the posting can be viewed both from a mobile phone and on a computer. Bullet points are also easier to skim, instead of large paragraphs.

Understandable Job Titles

Make sure the job title does match the job description and posting. An applicant is likely applying to more jobs than one, and the title is the first thing they will see to filter their applications. Although cool job titles may seem appealing to stand out, traditional job titles make more sense to applicants. For example, a qualified accountant is more likely to skip past a posting for a “numbers specialist.” Job titles should be accurate to what the applicant will be doing at a glance.

Relevant Information

It may be tempting to add all the skills and qualifications a candidate should have to the posting. Important qualifications like specific certifications, or skills like speaking another language, should be added. But smaller skills or flexible requirements may not be necessary to share in the beginning. For example, if you are specifically looking for a Python coder, you would want to include that skill in the listing. If you are simply looking to complete a coding project, you could consider advertising for years of experience or someone with a successful project portfolio instead. 

Non-negotiable skills are a necessary part of the job posting, but soft skills may not be necessary. For example, putting “hard worker” on a posting can be unnecessary: you have no idea if someone is a hard worker until they complete a project or two. Add more information about the company culture instead. A candidate with shared values or personality is a better match than a “hard worker.”

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