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How to write job description
JD must blend with job responsibilities, work culture, benefits, and work mode.
Explain in a few words who you are (employer), why we want to hire you (skills needed), what you enjoy here
(benefits), the practical exposure we are looking for (years of experience), it’s nice to have (additional skills),
and we love to see you soon (available for interviews, joining date).
JD should be customized for each passive candidate for potential results. Those who are not looking for jobs
always look for unique content that is specifically tailored. Each passive candidate maintains transparency
with those recruiters who show special respect with unique design content. A recruiter, akin to a salesperson,
without transparency, persuasion, and negotiation skills, ends up with no candidates for interviews.
Many candidates hold the belief that recruiters often favor corporate interests, resulting in lowball offers and
a lack of candidate attendance at interviews. Therefore, it is imperative for recruiters to develop techniques
for maintaining transparent communication while striking a balance. Corporate employers may impose
restrictions on recruiters regarding the customization of content for individual candidates, leading them to
rely on agencies after no candidates respond.
JDs should be short and to the point; otherwise, candidates feel a sense of work pressure if the JD is too
lengthy and they negotiate for higher compensation. Avoid the words “work under pressure" and “deadly
timelines," "work on weekends," and “ignore if it is not suitable for you." These are negative keywords in JD.
Most candidates may skip the page if they find these words.
Mentioning compensation details on the web page may feel risky for employers because of the poaching of employees
from competitors. In such a case, it’s better to have a discussion about this part during the phone screening.
Some employers may even restrict putting specific keywords on tools and technologies and prefer to discuss
only through phone calls to avoid competitors knowing about their insights.
So, posting the JD has disadvantages too for extreme competitors who fear job-hopping of candidates or
employee poaching. Most employers feel posting a JD with complete details is risky too. But if the JD is
incomplete, candidates may reject the opportunity, or recruiters may reject the profiles without feedback.
The ones who already approached the company and got rejected or received no reply may never apply again.
So what's the solution?
Recruiters initiating their first active move in sourcing, finding, and screening the profiles before phone
screening is the best option. By screening the profiles available on job boards, internal databases, and social
media sites like LinkedIn, recruiters can shortlist the profiles at the back end and, if suitable, initiate a
connection to discuss the opportunity. Here, active, passive, or both have no idea of incoming calls from
recruiters. Thismethod can filter outunsolicited resumes and select only the suitable candidates with minimal
chances of ghosting them. The recruiters can then step towards phone screening to gain more insights, and
if candidates show interest, JD is sent to their email for further interest.
Note: Recruitment is a customized process that differs across geographies, verticals, job titles, experiences,
employer size, demand for titles, source availability for specific titles, and the hiring policies of employers.
Are you interested in learning more about recruitment?
Buy the book on Amazon here - https://www.amazon.com/dp/B0CQ3ZX66

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How to write job description to attract talents

  • 1. How to write job description JD must blend with job responsibilities, work culture, benefits, and work mode. Explain in a few words who you are (employer), why we want to hire you (skills needed), what you enjoy here (benefits), the practical exposure we are looking for (years of experience), it’s nice to have (additional skills), and we love to see you soon (available for interviews, joining date). JD should be customized for each passive candidate for potential results. Those who are not looking for jobs always look for unique content that is specifically tailored. Each passive candidate maintains transparency with those recruiters who show special respect with unique design content. A recruiter, akin to a salesperson, without transparency, persuasion, and negotiation skills, ends up with no candidates for interviews. Many candidates hold the belief that recruiters often favor corporate interests, resulting in lowball offers and a lack of candidate attendance at interviews. Therefore, it is imperative for recruiters to develop techniques for maintaining transparent communication while striking a balance. Corporate employers may impose restrictions on recruiters regarding the customization of content for individual candidates, leading them to rely on agencies after no candidates respond. JDs should be short and to the point; otherwise, candidates feel a sense of work pressure if the JD is too lengthy and they negotiate for higher compensation. Avoid the words “work under pressure" and “deadly timelines," "work on weekends," and “ignore if it is not suitable for you." These are negative keywords in JD. Most candidates may skip the page if they find these words. Mentioning compensation details on the web page may feel risky for employers because of the poaching of employees from competitors. In such a case, it’s better to have a discussion about this part during the phone screening. Some employers may even restrict putting specific keywords on tools and technologies and prefer to discuss only through phone calls to avoid competitors knowing about their insights. So, posting the JD has disadvantages too for extreme competitors who fear job-hopping of candidates or employee poaching. Most employers feel posting a JD with complete details is risky too. But if the JD is incomplete, candidates may reject the opportunity, or recruiters may reject the profiles without feedback. The ones who already approached the company and got rejected or received no reply may never apply again. So what's the solution? Recruiters initiating their first active move in sourcing, finding, and screening the profiles before phone screening is the best option. By screening the profiles available on job boards, internal databases, and social media sites like LinkedIn, recruiters can shortlist the profiles at the back end and, if suitable, initiate a connection to discuss the opportunity. Here, active, passive, or both have no idea of incoming calls from recruiters. Thismethod can filter outunsolicited resumes and select only the suitable candidates with minimal chances of ghosting them. The recruiters can then step towards phone screening to gain more insights, and if candidates show interest, JD is sent to their email for further interest. Note: Recruitment is a customized process that differs across geographies, verticals, job titles, experiences, employer size, demand for titles, source availability for specific titles, and the hiring policies of employers. Are you interested in learning more about recruitment? Buy the book on Amazon here - https://www.amazon.com/dp/B0CQ3ZX66