Finding transformational talent when filling an executive position can be extremely difficult. A problem often faced is that top talent is turned off by overly ambitious qualifications and unrelated requirements. A first-rate job description is key, especially for positions that have never existed within your company, when performing a candidate search. How does one attract top talent in an industry through a well-executed job description?
Here are 4 tips for writing job descriptions that attract Transformational Talent:
Commissioning a work of art can be very similar to establishing the archetype of a particular candidate. The process begins with a brief. An art connoisseur must be able to clearly communicate with an artist the thoughts and ideas on what is to be achieved through the art. There are various factors to consider when developing an artist brief such as the location of the work, the function of the piece, materials used, similar artwork of interest, and budget. Much like an artist, an executive search firm or hiring manager must “paint” your job description in a way that encompasses all the wants, needs, and desires expressed in a brief established by your company.
Many candidates may overlook a position based upon the lack of company information listed within a job description. Candidates have many online resources at their disposal when researching a prospective company. It is crucial to showcase a company’s reach, progress, and goals. A top candidate will overlook a description that does not stress a company’s progression. Bringing to light past success, current reach, and future goals are all part of defining the positive momentum of a company’s portfolio within a job description.
A clearly defined role must include the tasks required of the candidate. Organizing the objectives, responsibilities, and qualifications can help avoid confusion before you begin a search, especially for positions that have never existed within your company. A description that clearly establishes the responsibilities of a position will compel unqualified applicants to move on.
Qualifications are accomplishments and skills that establish the criteria for the type of applicant that is needed. Qualifications should only express the accomplishments and skills required of the candidate, rather than descriptions of similar positions in the field. For example, “A proven track record of providing leadership” is a qualification because it stresses an accomplishment (a proven track record) and a skill (leadership). On the other hand, “Human Resource Management Experience” merely eliminates quality candidates that may not have held a similar role.
Have you had success with your job descriptions? Share your tips by leaving a comment below!