It is undeniable that companies often find it difficult to find job applicants that suit their needs. To overcome this, the main thing you need to pay attention to is how to write the right job description for the position you are looking for.
For job seekers, the job description is the first thing to look at before submitting an application. If the job description is unattractive or does not match the skills required for the position, applicants will ignore the vacancy.
Job descriptions made by recruiters must describe the skills, training, and education required by prospective employees. This will also make it easier for applicants to identify skills that are suitable for many potential employees. Therefore, to be right on target, pay attention to the following points:
For some positions, not all jobs require experience. What should be prioritized is job seekers who have high enthusiasm and are willing to learn. That way, they will work and continue to grow.
However, some cases also require skilled employees with specialized skills to solve problems. In this case, you can't wait for them to learn so it is necessary to have sufficient professional experience to deal with the problem.
Before writing a job description, think about the best skills and characteristics the company needs. Not only for the short term, but also long term needs. As a solution, companies usually look for short-term contract employees.
Filling a job position is not only beneficial for the employee, but also the company. Employees and companies must both grow and benefit. To get the right employee, you must match the job vacancy with the job description.
Therefore, evaluate the roles and responsibilities that will be held by employees. It is very important to ask the relevant departments about the skills and characteristics required.
However, you should also ask employees in the same or similar positions. Ask them to explain what they actually do and compare it with the job description they have. This will facilitate the transition process when new employees join the company.
If you are not looking for gender-specific employees, it's a good idea to avoid gender-biased language such as competitive, strong, and superior which will discourage women from applying. Not only women, men can also be affected when they see words that tend to be feminine, such as loyal, responsive, and caring.
Not only that, words that sound ambiguous will also reduce job applicants. For example, "career-oriented" or "able to work under pressure". These words can be interpreted differently so as to make people hesitate to apply.
When creating a job description, it's only natural to include expected experience. However, when a job really doesn't require several years of previous experience, it's better not to write it down.
Instead, take a look and write down the absolutely necessary recruiting for the position or company culture. For example, the requirement to be fluent in a foreign language for job positions in the tourism industry.
Not only want to earn income, employees also work to feel recognized. They want to contribute, provide enthusiasm and ideas to be able to help and solve company problems.
Even though it doesn't mean something big and horrendous, employees also need recognition for efforts that are not in vain and produce positive results. Therefore, it is very important for companies to recruit employees who are willing to develop and have goals.
To find it, you need to create a job description that includes these characteristics. For example, make a specific explanation that emphasizes the principles of applicants with a high sense of initiative, always sticking to data, being empathetic at work, having big ideas, and so on.
If written down, it can describe the principles of the company and the types of employees they want to hire. In the end, you want them to have the same principles as the company's vision and mission. Therefore, make a job description that is in accordance with company principles.
Job descriptions must always be updated and evaluated. Before making a recruitment announcement, it's a good idea to ask the relevant departments and several groups. Ask for opinions about the job description that has been made for the position being sought. Make sure it matches to avoid unwanted mistakes.
It is undeniable that companies often find it difficult to find job applicants that suit their needs. To overcome this, the main thing you need to pay attention to is how to write the right job description for the position you are looking for.
For job seekers, the job description is the first thing to look at before submitting an application. If the job description is unattractive or does not match the skills required for the position, applicants will ignore the vacancy.
Job descriptions made by recruiters must describe the skills, training, and education required by prospective employees. This will also make it easier for applicants to identify skills that are suitable for many potential employees. Therefore, to be right on target, pay attention to the following points:
For some positions, not all jobs require experience. What should be prioritized is job seekers who have high enthusiasm and are willing to learn. That way, they will work and continue to grow.
However, some cases also require skilled employees with specialized skills to solve problems. In this case, you can't wait for them to learn so it is necessary to have sufficient professional experience to deal with the problem.
Before writing a job description, think about the best skills and characteristics the company needs. Not only for the short term, but also long term needs. As a solution, companies usually look for short-term contract employees.
Filling a job position is not only beneficial for the employee, but also the company. Employees and companies must both grow and benefit. To get the right employee, you must match the job vacancy with the job description.
Therefore, evaluate the roles and responsibilities that will be held by employees. It is very important to ask the relevant departments about the skills and characteristics required.
However, you should also ask employees in the same or similar positions. Ask them to explain what they actually do and compare it with the job description they have. This will facilitate the transition process when new employees join the company.
If you are not looking for gender-specific employees, it's a good idea to avoid gender-biased language such as competitive, strong, and superior which will discourage women from applying. Not only women, men can also be affected when they see words that tend to be feminine, such as loyal, responsive, and caring.
Not only that, words that sound ambiguous will also reduce job applicants. For example, "career-oriented" or "able to work under pressure". These words can be interpreted differently so as to make people hesitate to apply.
When creating a job description, it's only natural to include expected experience. However, when a job really doesn't require several years of previous experience, it's better not to write it down.
Instead, take a look and write down the absolutely necessary recruiting for the position or company culture. For example, the requirement to be fluent in a foreign language for job positions in the tourism industry.
Not only want to earn income, employees also work to feel recognized. They want to contribute, provide enthusiasm and ideas to be able to help and solve company problems.
Even though it doesn't mean something big and horrendous, employees also need recognition for efforts that are not in vain and produce positive results. Therefore, it is very important for companies to recruit employees who are willing to develop and have goals.
To find it, you need to create a job description that includes these characteristics. For example, make a specific explanation that emphasizes the principles of applicants with a high sense of initiative, always sticking to data, being empathetic at work, having big ideas, and so on.
If written down, it can describe the principles of the company and the types of employees they want to hire. In the end, you want them to have the same principles as the company's vision and mission. Therefore, make a job description that is in accordance with company principles.
Job descriptions must always be updated and evaluated. Before making a recruitment announcement, it's a good idea to ask the relevant departments and several groups. Ask for opinions about the job description that has been made for the position being sought. Make sure it matches to avoid unwanted mistakes.
