How to Avoid Ineffective Job Descriptions Once and For All

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Even as professionals in the space, hiring and recruiting continues to challenge us. In fact, 95% of recruiters believe recruiting will continue to become more competitive in the future. With this knowledge, job descriptions are one of the most basic and necessary tools in every recruiter's toolbox. Learn how to create descriptions that evolve with the changing climate, what to include and how to format them for the best approach to your desired audience.


Utilize Your Internal Job Pool
Despite the many benefits of hiring from the inside, internal candidates aren’t always paraguay phone number library used. That’s not always on purpose though. Often, employees aren’t aware of open positions within their organization, or they may be concerned about the value their referral may bring.

Making an effort to recruit to your internal talent pool could offer large benefits. For one, it saves on hiring costs and results in lower job failure. Remember, these employees already understand your culture and feel comfortable working within the business, which could very well be why between 40% and 60% of external hires aren’t successful, compared to only 25% of internal hires. Create an internal job board, use your company intranet or send out email blasts to alert employees of new openings. You’ll also enjoy higher employee morale as companies that implemented an internal career program saw employee career satisfaction increase 20%. You may even garner referrals from employees.

Don’t Focus Too Much on Work Experience
A whopping 97% of companies looking to hire require “x” number of years experience in the same or a similar role. Just because everybody’s doing it doesn’t mean you should too. Unfortunately, those numbers deter many candidates from applying for fear they wouldn’t be considered anyway. Instead, focus more on candidate skills.