The news from the most recent Labour
Market Outlook report issued by the Chartered Institute of Personnel and
Development (CIPD) that the number
of vacancies in the UK economy remains well above historical average levels should
lead many science employers to consider whether they really are doing everything they can to inspire and attract
Your company’s approach to job descriptions is just one aspect
that you may wish to examine. They are a key frontier of your quest to fill
your organisation’s science jobs, but what are the best ways of writing a job
description to which the best candidates will wish to respond?
1. Be clear and realistic about the
There’s no more important part of a job description than the
rundown of the day-to-day responsibilities that the successful candidate will
have – so don’t be vague, and don’t try to cram too many responsibilities in,
either. Aiming for between eight and 12 key areas of responsibility is a good
rule of thumb.
2. Use an engaging tone
Remember that the whole point of a job description – besides outlining the most basic details about the job
– is to persuade someone to come and work for your organisation.
A dry and impersonal tone will cause many a great candidate to
lose interest before they have even finished reading the description. However,
by placing the emphasis on where your
company is going and what you can do for the candidate, you can make your
description so much more compelling for them.
3. Avoid discriminatory language
Even when you don’t specifically intend to discriminate against
anyone, the use of certain words and phrases in your job description could have
that effect anyway, restricting the range of candidates that apply for your
vacancies and hampering your efforts to boost diversity in your workforce.
As the GOV.UK site details, there are
various ways in which employers discriminate against candidates, so you
should take every measure to ensure your job descriptions don’t prevent
suitable candidates from applying for your vacancy.
4. Use terminology that candidates will
Of course, if you’re advertising for a senior role in
pharmacology, engineering, FMCG or any of a wide range of other specialised
science sectors like those that we serve here at Hyper Recruitment Solutions,
using certain industry-specific terms could help to separate suitable from unsuitable candidates.
However, if certain technologies or practices within your
organisation are known by names that
external candidates are unlikely to recognise, you could find yourself
inadvertently deterring perfectly suitable talents.
5. ‘Play it straight’ with the job title
Yes, the necessary skills and day-to-day responsibilities may make
up the ‘meat’ of your job description, but there are also certain other basic
elements that all job descriptions need to have if they are to be truly
effective – and you need to get those elements right.
Consider the job title, for example – this isn’t a part of your
job description where you should be using any confusing or obscure terms. A job
title can all candidates will immediately understand will attract more
interest, views and – of course – applications.
you an employer looking to bolster your science recruitment efforts? If so,
click through to learn more
about the bespoke hiring solutions of Hyper Recruitment
Solutions that could help to address your firm’s most demanding staffing