Making your Job Description Speak to a Targeted Talent Pool

By   |   August 27th, 2015   |   0 Comments

Hand on KeyboardWe have recently expanded our sales team here at AgCareers.com, which meant taking a fresh look at our Account Manager job description.  We realized the old description did not at all reflect our culture and the passion our team members have……we needed to make time for a revamp, even if it meant delaying the hiring process.  This before and after displays where the message becomes more conversational and targeted to engage like-minded talent.

 

I can say from first-hand experience with the applicants, that the candidate pool was better with the revamped position description.  We were attracting more people with passion that were interested in a career vs. just “a job”.  People seemed to feel more connected to what we do.

 

I love the advice given by Peter Weddle:  “The best employers post ads that give you the information you want to know. They do that by answering five questions:”

 

  • What will you get to do?
  • What will you get to learn?
  • What will you get to accomplish?
  • With whom will you get to work?
  • How will you be recognized and rewarded?

 

If you want to grab the attention of top talent, you should explore creative ways to demonstrate WHY candidates should make your company the next step in their career.  Cynthia Cole, our Eastern US Account Manager, suggested giving your posting “sizzle” (Referring to the way everyone turns and looks when fajitas are served at a table near you!).  Successful job descriptions attract talent by describing what you have that your competitors don’t.   This is typically found in the organization’s culture, job responsibilities, rewards for doing the job well, perks that come with the job/company, dynamics of the team, etc.”

 

For example, if you are hiring truck drivers, are you noting perks in your description such as “home on weekends” or “no overnight deliveries” (if those perks don’t apply, what are you doing that sets your drivers apart from the average employer).  Do you offer health and wellness options such as gym reimbursement?  Is your company family oriented?  Do you encourage community involvement?  These are just a few questions to get started in evaluating your culture and what sets you apart.  I’ve included a few insights that we’ve compiled over the years of working with industry employers.

 

Get started today and post your opening on AgCareers.com.




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