Daniel felt frustrated because all six of the candidates he had presented to the hiring managers had been rejected. He began to doubt his decision to leave his previous job where he had successfully hired employees for different roles. Daniel had recently accepted a job offer from a technology company looking for very specific candidates with software development skills in the pharmaceutical industry. Despite his three years of experience as a recruiter, he was struggling to find suitable candidates for these specialized roles. The job descriptions were filled with technical jargon that he didn’t fully understand, as his background was in business administration. During meetings with the hiring managers, he felt hesitant to ask questions about things that seemed simple to other recruiters. Every time one of his candidates is rejected, Daniel feels like he is losing it and starts questioning whether this is something he should be doing.
Daniel’s situation may be familiar to many recruiters. It’s common to feel frustrated when candidates don’t meet expectations, despite appearing to be a good fit. Often, the issue lies in the recruiting process rather than the candidates themselves. This could be due to inadequate search methods, outdated pipelines, or limited market reach. However, it’s important to consider whether the problem may also be related to the quality and interpretation of the information received. In Daniel’s case, his challenges were not caused by the common scenarios but rather by the inability to acquire and understand the right information. There are some points we can consider that he could have addressed to make his recruitment successful. Despite not understanding the requirements, Daniel failed to request help to make the job description clearer. As a recruiter, it is important to involve everyone who is related to the role to create clear job descriptions that contain significant and concise information such as, the top requirements, qualifications, and the day-to-day responsibilities of the position. This will make your job as a recruiter much easier. Sometimes, we may feel pressured to know everything, but it’s crucial to recognize our own limitations. For example, Daniel’s background in business administration limited his understanding of the technical skills and tasks required for the role. Therefore, having a simpler and more comprehensive job description is something Daniel would have benefited from.
To me, mastering a job description means having the ability to read and understand who we are looking for, what this person should know in terms of education, certifications, soft and hard skills, also knowing what this person would do on a daily basis, and knowing what we can offer. So, what should a job description include?
- Title: this is what might connect with talent out there. It should be specific, clear, and convey the job’s identity in a few words.
- Job Summary: this is a brief overview of the role, outlining primary objectives and scope. Keep it simple so anyone who reads it understands.
- Key Responsibilities: A detailed list of the main duties and tasks the employee will perform. This section often starts with the most important duties.
- Required Qualifications: Educational background, certifications, and licenses needed for the job.
- Experience: Relevant work experience, including the number of years and specific areas of expertise required.
- Skills and Competencies: Specific skills (both technical and soft skills) and competencies necessary to perform the job effectively.
- Requirements: Any physical demands or special working conditions related to the job (e.g., lifting heavy objects, standing for long periods, working in extreme temperatures).
- Salary and Benefits: Details on compensation and any benefits provided (optional but often appreciated by candidates).
- Location: The primary location where the job will be performed.
- Employment Type: Full-time, part-time, contract, temporary, etc.
I know that as a recruiter, you most often receive job descriptions rather than creating them from scratch. Therefore, I would recommend meeting with the hiring manager to clarify any aspects that aren’t clear to you or that you are confused about. Additionally, it’s important to be proactive. It’s impossible to know everything about the role, so depending on the nature of the position, you may need to conduct some research. For example, in the case of Daniel from the previous example, it would be beneficial for him to seek information about terms and internal jargon related to the position as he can not excuse himself because of his studies. Likewise, he could have met with anyone who could help him to get more information about the information contained in the job description.
To ensure your job descriptions are accurate and comprehensive, follow these steps:
- Carefully read the text and underline any terms or specifications that are unclear to you.
- Schedule a meeting with the individual responsible for the role to gain a better understanding of the position requirements.
- Make any necessary adjustments to the job description to ensure it accurately reflects the role. Don’t hesitate to remove or add information as needed.
- Seek input from individuals familiar with the position to determine relevant interview questions and key criteria for reviewing applications.
By learning the essential about the job it will be easier for you to locate those candidates that fulfill the characteristics your company is looking for in a candidate. It will save you time and would make you more efficient by raising the possibility of your candidate being approved or taken into consideration for the next phases of the recruitment process. Besides, it will increase your confidence by answering questions made by candidates and you’ll feel empowered to ask probing questions and explain to them what the position is about.
Understanding the essential aspects of the job will help you identify candidates who possess the qualities your company is seeking. This will save you time, increase efficiency, and improve the likelihood of your candidates moving on to the next stages of the recruitment process. Additionally, it will boost your confidence when answering candidate questions and empower you to ask insightful questions and provide clear explanations about the position.
