How to Write an Effective Job Description
In the realm of mid-career recruitment, quantifying the recruitment process, such as determining the number of qualified candidates to interview and the size of the applicant pool, is crucial for successful hiring.
By crafting a compelling narrative around the role description and responsibilities, required skills and personality, and the unique impact a candidate can have on the company and their own career, you can attract more applications from the right candidates.
In this article, we will explain key strategies for crafting effective job descriptions that resonate with mid-career professionals and help you build a strong team.
Attract Top Talent: Writing Clear and Targeted Job Descriptions
To attract top talent, avoid listing job requirements that make the position seem accessible to anyone. While mentioning English proficiency in the job description, stating "Anyone can apply even if they are not confident in their English" might increase the number of applications. However, this approach may discourage highly proficient English speakers from applying.
Instead, consider setting clear expectations for the role, such as "Experienced in negotiating using English at work." This approach may decrease the overall number of applications, but it will likely attract more candidates with the desired level of English proficiency.
Tailoring Your Message: Matching Job Descriptions to Ideal Skillsets
The key to attracting the right candidates lies in tailoring your job postings and recruitment requirements to their ideal skillset. This means using language that resonates with them and reflects the specific needs of the position.
Even though the terms used might seem similar, the skills required can vary greatly depending on the role. For example, companies looking to fill overseas business positions may all require "intercultural communication skills," but what that actually means will differ based on the company culture and the specific job duties.
As an example, here is how different companies can define the term "intercultural communication skills" when hiring staff for overseas business.
For a Trading Company:
Communication skills to connect with users and distributors and gain sympathy for the company's ideas.
For an Auto Parts Company:
The ability to "verbally instruct" local staff who have different communication characteristics from Japanese people.
For an Industrial Machinery Manufacturer:
The ability to accept local circumstances and provide guidance that encourages local personnel to be independent.
For an IT company
The mindset and ability to lead an organization or project while asserting one's own ideas without being lost in a different culture.
Each company clarifies the term “intercultural communication skills” by replacing it with specific actions.
Similarly, if you want to hire someone who is a "team player," you can express the image of a team player in your company by establishing what kind of actions they can take in certain situations, rather than just writing “team player”.
Even in terms of English ability, the skills required differ depending on the department and job type. If the position is in the legal department and involves creating documents in English, advanced English writing skills will be required. If the position involves negotiating with lawyers in English, advanced conversation skills will be required. By clearly defining whether writing or verbal skills are important in English, you can prevent gaps after hiring.
Considerations When Specifying Salary in Job Descriptions and After Acceptance
Salary is a crucial consideration for both job postings and the offer stage. It's important to move beyond simply listing a generic salary range.
While past salary, years of experience, and current salary are common factors, they shouldn't be the sole focus of your evaluation.
With the rise of reskilling, the key is to focus on a candidate's skills and the knowledge they've acquired. By accurately assessing these and reflecting them in the offered salary, you'll be better positioned to attract the talent you need.
If you have any concerns about how to write or create an effective job description for mid-career hires, please contact us.
