Are you dreaming of hiring a cool IT specialist in your team quickly and painlessly? It's possible if you organize the recruitment processes as smoothly as possible: ranging from a qualified presentation of the job position to its successful filling. Let's talk about the first stage on the road to success - a job description.
At first glance, it seems that everything is simple: you introduce the company, point out the demands, highlight the candidate's responsibilities, and at the end of description- report on the working conditions. Voila: the job opening has been filled, it only remains to post it and wait for the applications.
If you are among the lucky ones who did everything according to plan, and you read the article just out of curiosity - congratulations: you are in the rare 1% of employers who not only create a job description by the rules but also know what to do to make the IT specialist accept your offer:)
If you aren't on a roll, you haven't received enough relevant responses, and the workplace is treacherously empty - let's take a look at the points that you could do wrong.
Your story about the company is the first thing that candidates see when they get acquainted with the job vacancy. The description should be informative, catchy and short.
Most HR-managers or chiefs make the first and crucial mistake when describing a company: they use cliches and general formulations, such as: "we are a cool and dynamically developing company", and our team is "top-level professionals" who "for more than 20 years have been creating breakthrough products. "
From the description, the candidate's found out only the approximate age of the company, the presence of a team and the IT orientation of the business. It turns out that the hackneyed phrases aren't useful, they load the text with unnecessary words and, finally, the candidates take eye off the ball to your position.
In order to attract the candidate, show the details. Is your company a startup, a small web studio or a well-known brand? How many offices do you have and where are they located? Does your team have "superstars" to learn from? What is their background? Perhaps you've launched a startup? What's it about?
The size of the company, the team, the project — this is what IT specialists are most interested in and most importantly —this information makes the text original and useful.
The second mistake is the creation of a universal job description. Suppose you are looking for both middle and senior PHP developers at the same time. A different experience of experts dictates different needs of candidates.
Middle-level IT specialists are more often interested in career growth and prospects, while senior-level candidates pay most attention to the project itself: the technology stack, legacy, architecture, etc. In an attempt to create a job description for everyone at once, you risk not to interest anyone.
Don't be lazy: make several job descriptions geared towards particular candidates, personalize the description. It's important for candidates to see something that interests exactly them.
The third mistake is too much text. Perhaps your company can boast of a large number of achievements, has launched dozens of startups, and all the employees are superstars. Although just think about how much spare time a candidate has. Will they read your longread or quickly close the page with your email? Nevertheless, the second option is more likely.
Imagine that you have exactly 10 seconds to interest a candidate. What would you tell about within this time? The rest it's better to remove from your list.
A good company description contains information about the team, activities, projects.
It should be short and aimed at a specific audience.
This isn't just a list - this is what the candidate has to do over the long period of time. The way you describe the tasks affects the decision of the candidate to consider your job opening.
How do you think: will the candidate be more interested in software development or participating in the design and creation of their own .NET data architecture? Do you feel the difference?
Let's complicate the task a bit and try to explain to the potential candidate why they need to complete the tasks. Your candidate doesn't just need to write code, but write code that is easy to read and support by others.
When a specialist knows what he is working for, they'll have the motivation and a desire to try their hand. Agree, few people are interested in performing the same type of routine tasks, while the goals aren't clear.
This point most often doesn't cause difficulties: you simply indicate what skills the candidate should have. Nevertheless, we'll give you a little advice: try not to highlight obvious things in the requirements. For example, knowledge of C# for a .Net developer, as well as working with databases for a PHP developer, are must-have. In that case, why do you need to write about it? Highlight your candidates' unique skills: this will stand out your position from the rest.
So, our description is ready! We hope that you'll be able to attract the greatest candidates already at the stage of a job posting. Don't forget to write about working conditions at the end and, if possible, offer interesting perks such as courses, training, business trips to Europe, and ideally, provide an opportunity to work remotely. This is the TOP-1 among the most attractive working conditions in the IT world.
Want to fill a job opening in a matter of days? Contact Lucky Hunter: we'll help you create the coolest job description, provide you with the first candidates in 4 days, conduct an interview and help you find the best IT specialists in a short time!
Content Manager at Lucky Hunter
Specializes in tech staff recruitment, startups, tech research, career, HR, and news topics. With her expertise, she provides valuable insights and practical advice to navigate the ever-evolving tech industry.