Lesley Whiting
Yet even in this fast-moving landscape, one thing remains consistent: the importance of job descriptions.
More than just a laundry list of the essential skills candidates need to thrive in a role, job descriptions are critical to attracting top talent, setting expectations, and elevating your employer brand. In a world where employers are struggling to fill the talent gaps in their teams, ensuring your job descriptions are making the right impression is essential.
Unfortunately, countless Commercial employers miss out on top talent because their job descriptions aren't engaging, informative, or inclusive enough to resonate with modern candidates. Here's how you can overcome the issue of sub-par job descriptions once and for all in 2024.
For many job seekers, the job description will be one of the first things they evaluate when deciding whether to apply for a role. Having a job description that contains relevant information that appeals to today's candidates will boost your chances of attracting suitable candidates and convincing them to accept your job offers.
While the exact language and information used in your Commercial job description can vary, an effective document should always include:
Many factors can influence the success of a job description in 2024. For instance, studies show that candidates regularly assess attractive benefits, high salaries, and company culture before deciding whether to apply for a role. However, in 2024, one of the most significant factors that will impact the appeal of your job descriptions is their level of inclusivity.
76% of candidates in today's Commercial recruitment landscape say diversity and inclusivity are central to deciding which company to work for. Evidence of unconscious bias in your job descriptions can significantly reduce your chances of attracting the right talent to your team.
Additionally, on a broader level, taking a proactive approach to D.E.I. in the workplace delivers many other benefits, from increased productivity and engagement to reduced staff turnover. McKinsey found the most diverse workforces were also the most successful financially.
Here are some ways to optimise/optimize your job descriptions for inclusivity.
Gender bias in Commercial job descriptions is more common than you think. Even if you don't specify a preferred gender for your employee in the description itself, the language you use can influence who responds to your job listings. According to one study, words like "dominant" or "competitive" can be perceived as more "masculine" in job descriptions.
Alternatively, terms like "collaborative" and "nurturing" are more likely to resonate with female applicants. A.I. tools can help you evaluate your job descriptions and pinpoint potentially "gender-coded language". Alternatively, you can ask your Commercial recruitment agency to highlight any terms that may dissuade certain candidates from interacting with you.
Unconscious bias in Commercial job descriptions doesn't just show through in potentially "gender-coded" terminology. Some various other words and descriptors can also subtly demonstrate bias. For instance, your language could show a preference towards:
Many Commercial companies use jargon and technical terms in their job descriptions and other documentation. While these terms may make sense to existing members of staff and stakeholders, they can be confusing for new employees to understand.
Listings that rely heavily on technical terms may be unable to capture the attention of highly skilled employees who have yet to learn the language of the industry. With this in mind, deliberately choose words and phrases that aren't overly "industry-specific" when crafting job descriptions.
If you need to use a specific technical term, consider using a descriptor alongside it to help applicants understand exactly what you're looking for.
One easy way to demonstrate diversity and inclusion in your job descriptions is to include specific information about your D.E.I. initiatives in the document. In the section where you discuss your company's culture, talk about your commitment to providing equal opportunities to everyone.
Mentioning that you're an equal opportunity employer gives insights into ensuring you don't discriminate against employees or candidates based on irrelevant characteristics. You could even reference your strategy for training your employees and managers on D.E.I. practices.
Alternatively, you might highlight awards you've won based on your diversity and inclusion strategies or positive feedback you've earned from previous employees. If you're listing your Commercial job description online, include a link to a website page with more information.
Collaborating with a recruitment/search company can benefit Commercial employers, particularly in today's skill-short landscape. A recruiter/search executive who shares your focus on diversity, equity, and inclusion can help you tailor your job descriptions for the current market.
They can help you to recognise/recognize evidence of bias or discrimination in your language that you might otherwise miss. They can also advise you on finding training resources and support that will help you optimise/optimize diversity and inclusion in your hiring journey.
Some leading Commercial recruitment/search and staffing companies can leverage innovative strategies to help reduce unconscious bias. For instance, they might use blind screening techniques, removing personally identifiable characteristics from the applications they pass onto your teams. This can help you focus on a person's skills and abilities when short-listing your options.
Ensuring your job descriptions are inclusive is an excellent way to boost your chances of attracting top talent in the Commercial. However, there are other steps you can take to optimise/optimize and enhance your job descriptions, too.
Here are a few additional quick tips for success:
A Commercial recruitment/ search and staffing company will be able to help you implement all of these tips and strategies to give you the best possible chance of attracting the right talent in 2024.
The right job descriptions are crucial to attracting and retaining top talent in 2024. More than just simple documents, good job descriptions boost your chances of improving Commercial candidate quality and fit, reducing the time it takes to fill positions, and optimising/optimizing your employer brand.
They also ensure you can start your relationship with your new employee based on mutual understanding, clarity, and clear expectations.
Until Next Time!!
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