Drew is responsible for the development and execution of all marketing initiatives at The Predictive Index and leads corporate branding, global demand generation, and product marketing.
Shortly before the end of the year, a recent college grad and self-described “Big Idea Thinker & Doer” took to LinkedIn to share his experience and insight as a new full-time job-seeker. His post focused mainly around job descriptions and offered advice on how best to construct them in order to attract millennial talent like him. Nearly 70,000 views and 475 comments later, this post – as well as its occasional Jerry Springer-like responses – caught my attention and I felt compelled to weigh in.
While I don’t disagree with the author’s premise or even some of the comments from his critics, I couldn’t help but notice a recurring lack of distinction being made by all parties when referencing the content of a job posting or ad, and the job description itself.
There is – or at least there ought to be – a BIG difference between a job description and the ad or listing that is used to attract qualified candidates. When creating a job description and itemizing all of the requirements relative to the position, companies should also take time to consider the personality and cognitive traits that are most suitable for the job. In addition to skills and experience, think about who you want to hire and then craft the job posting in such a way as to attract your ideal candidate, using language and a tone that will resonate with and appeal to their specific personality.
There’s an old adage that suggests you are hired for what you know and fired for you who are. I think that door swings both ways.
Regardless of who is right or wrong in this debate sparked by our novice job-seeker, the reality is that if a company’s corporate culture doesn’t come through in a job ad, then time is being wasted on both sides of the interview desk. Perks like free food or snacks are good value ads, for example, but they are not your culture. The same goes for your job post – if it’s merely a copy/paste of the job description, you’re missing a valuable opportunity to attract the precise talent you seek by not making your listing speak precisely to them.
When employers and recruiters actually take care at the top of the candidate funnel to make sure that the company is represented correctly – by giving prospective employees a taste of the corporate culture on their website or other sites like Glassdoor or The Muse, and giving the candidate time during the interview to interview the company – they are much more likely to succeed in identifying and securing mutually beneficial employer/employee relationships.
For more tips on successful hiring practices, check out our eBook Streamline Your Hiring Process.