My tips for corporate job postings
Every company now seems to be in agreement for the need to drive corporate culture and the need to state and practice company values. Attracting top talent and retaining top talent are the two most obvious reasons for this initiative.
There are flashy websites that remind us, corporate activity in the community advertised on social media, and ethically inspired tag lines on the bottom of email signatures. However, I find that there is often one area where companies often miss when trying to connect with individuals or potential employees. That would be with the corporate job description often found in a posting or circulated.
Many company job descriptions are still very dry, uninspiring, and they don’t exactly scream, “Look here! This is your dream job.”
I probably shouldn’t be writing this observation because it might affect my business if companies suddenly get better at attracting talent on their own, but what can I say, I’m just a giving kind of guy.
For companies who rely on job postings to attract candidates, try to add some sizzle. Move away from the job description that comes across as a purely executional role that sounds defined in a box. Showcase the opportunity to provide strategy or creativity. Director level job descriptions are some of the worst offenders, which is dangerous because would be Directors don’t want to feel that they will be just simply executing a V.P.’s vision.
Good candidates care more about how to grow their careers and how they can influence in their role, rather than how much money a company raised to help fight prostate cancer last year. Make sure you are focusing on the areas that speak most to the candidate.
1. Spend some time on the position profile. Nuts and bolts is bot good enough.
2. Discuss where the position might lead. Nobody will assume this a promise. The candidate just wants to see how the company thinks about the position.
3. Discuss the expertise desired to not just fill the role, but the expertise needed to evolve the role. FYI, these are not trade secrets that you need to keep confidential.
4. Discuss the excitement within the company and or department.
5. Disclose the entrepreneurial aspects of the role.
The days of a 10-point job description and a 5-point experience requirement section are long over. You need to have more game than that today if you expect to attract top talent.
Farewell,
Mike