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5 Tips for Better Job Descriptions (and Better Applicants)

  • Article by:Health Career Center

In the good old days, writing a job post was easy. You simply titled it with the name of the open position, listed a few requirements, and waited for qualified applicants to start pouring in.

Unfortunately, those good old days are gone. 

They’ve been replaced by complex analytics, search engine optimization (SEO) scores and Google. Job applicants themselves are more sophisticated as well, only seeking out organizations that demonstrate an ability to keep pace with today’s web-based world.

How can you succeed is this new era? If you’re using to find candidates, you’re already off to a great start—our site brings together millions of the most talented prospects from over 300 professional associations. 

Beyond that, 5 key steps can help ensure your job postings reach the kind of employees you want most. Here they are, courtesy of SourceCon.

 1. Replace “job” descriptions with “career advancement” descriptions

When candidates apply for an RN position, it’s a safe bet they’re already aware of the day-to-day responsibilities it requires.

So instead of wasting valuable time telling them what they already know, sell them on why your organization is the best place to achieve their most lofty career goals. Share what you expect them to achieve in the role, and what type of rewards they can expect when they do. 

2. Make your job title as descriptive and specific as possible

Most employers simply default to the job title as the headline for their job ads. This misses a huge opportunity, considering the headline description is the most valuable real estate in your ad. 

Give your title the respect it deserves by adding as much detail about the job posting as possible (without going over character count limits, of course). For example, instead of “Position for Registered Nurse,” try “Seattle-based RN with medical home experience.”

 3. Sell your workplace and personnel, not just the position

We’ve already touched on how important it is to sell job prospects on your organization. But it’s just as important to sell them on the people within that organization—after all, those are the people they’ll be working with every day. 

It’s a win/win for everyone involved: You get a selling point that no other hospital can use. Your employees get a reminder that you believe in them. And your prospects get more information they can use to land a job.

4. Search for unique skills and potential, not just experience

Don’t take this the wrong way—experience certainly isn’t a bad thing. But if it’s the only metric you use to judge applicants’ worth, it’s time to reevaluate your hiring process.

When you’re shuffling through resumes, prioritize achievement and advancement over years served in the field. Because in the end, what’s more valuable to you… the ability to grow and accomplish important goals, or the ability to “hang around” for a really long time?

 5. Showcase the benefits of joining your company, not the “features”

To attract the best prospects, focus on future benefits (i.e. those “career advancement opportunities” we discussed earlier). Not just on features, or what they’ll get as soon as they sign up. 

Features include perks like a “company car” or “2 weeks of paid vacation.” But benefits, on the other hand, relate on the bigger picture: opportunities for certification, or access to cutting-edge equipment. 

The good old days of writing boring job descriptions may be gone, but the days of finding your ideal prospects are just getting started. To learn more about how we can help you discover talented professionals from all over the country, visit today.



The information in this article originally appeared on SourceCon website. To read the original article, click here.