“Boy, these pretzels are making me thirsty!” This might be one of my favorite quotes from Seinfeld—the popular 90’s sitcom starring…actually, if you don’t know the show by now, do yourself a favor and Google or even Bing a highlight reel. You’ll be glad you did.
The 1990’s were a terrific decade for TV sitcoms. Whether you were a fan of Friends, The Fresh Prince of Bel Air, Full House or any other awesome show from that period (I could go on and on—so many great shows), there’s one thing that all of these sitcoms had in common; a great cast of characters.
Finding the right employees to work at your company is very similar to a casting call for producers. You need to map out exactly what you’re looking for in your ideal cast or employees; and just like the sea of actors flooding the Hollywood service industry, there are many potential employees to choose from during the interview process. Nevertheless, before you even conduct the actual interview, you have to come up with a great job description.
Three job description essentials
Think of your job descriptions like casting calls. If you want to produce a successful show, you have to know which actors and actresses can best portray your characters. I mean, you’re not going to want Arnold Schwarzenegger playing a struggling artist trying to make it in the big city on your sitcom, right? The same goes for hiring the right employees.
Job descriptions are one of the most important parts of the interview process. If you’re trying to attract the best potential candidates, you need to not only attract them, but also know where to find them. Here are three simple ways to help you attain the best candidates to fill your open positions:
1.) Turn some heads – Like a princess in a fancy dress at a ball, you want to get people’s attention. An easy way to do this is by writing down why you think people should want to work at your company. What makes working there so great? You want to make your job descriptions unique and interesting. Do this and you’re bound to get potential candidates intrigued and reading.
2.) Make a wish list – Let your candidates know exactly what you’re looking for in the ideal employee for the position. Make bullet points of what the candidate will have to know, what kind of prior experience he or she needs to have and any other kind of special skills they’ll have to require in order to get the job done. Doing so will help you avoid candidates who might be serial applicants—those who apply to every open position available.
3.) List obligations—make your applicants accountable for their actions before you even interview them! Make more bullet points of the responsibilities that your open position requires. This will help you attract those candidates who are actually interested in the position and your company, as well as dissuade those who aren’t qualified from applying.
It’s important to make sure your job descriptions are short and sweet. By listing out requirements and obligations for open positions, you can help keep them brief and readable. Using persuasive and interesting content in a paragraph or two will make your descriptions enjoyable and appealing.
When it’s all said and done, your job description is what will help you get talent through your door, so make it count. After you hire an award-winning employee, that’s when you’ll know (as Michelle Tanner once said) “you got it, dude!”
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