1. Describe what the candidate can expect from you
Job listings traditionally start with a description of the role, followed by a description of the job requirements. But why not turn this structure on its head? Try starting with what the candidate can expect from you. For instance, what responsibilities will this person have and what type of clients will those responsibilities allow them to be in contact with? How does this role fit into the team – will this person have a lot of autonomy? Or will they instead have the opportunity to lead a team? What growth opportunities will you provide the candidate if they work for you?
Find the unique upsides of the job and start your job ad by describing them. If a candidate has the right motivation – that is, if they are driven by ambition and the ability to learn and develop – they will be attracted by the exciting opportunities this role will provide them.
Example
This ad by The Siegfried Group gets it right.
2. Paint a picture of the day-to-day activities
As we talked about in a previous article, when looking for a new team member, the importance of cultural fit cannot be overstated. To ensure you find the right person for the role, the team and the company, you can do a preliminary test for cultural fit right from the get-go of the search. Include a short but detailed description of day-to-day activities and team culture in the job description, focusing on what it really feels like to work in the role. Below is a good example of how to do this.
Example
K15t provides a detailed description of daily life at the company in this blog post.
3. Describe the impact the candidate will make in this role
Our experience in working with high level executives on a daily basis has taught us that driven, ambitious candidates often have one item firmly at the top of their wish list for a new role: to make an impact. Whether in terms of societal impact or impact on the company, top candidates universally want to make their mark through their career. One of the best ways to attract these high potentials is, therefore, to state clearly what impact they will make in the role.
Example
Dropbox started their job ad by clearly stating impact: “As an early member of Dropbox NYC Engineering, you’ll have the unique opportunity to build critical product features and infrastructure while shaping the direction of the team and the office. Find out how you can help below….”
