Finding job candidates online is more popular than ever, and with your job profile accessible to thousands of budding potential employees at the click of a button, how do you make sure that you attract the quality of candidate you want?

First things first. Before you advertise your new post, you need to consider the type of person you are looking to attract. In order to successfully marry up the job and the individual, you should communicate openly about the quality of candidate which would best suit the role you are advertising. The best way to achieve this is through quality job descriptions and person specifications.

Providing a specific and insightful job descriptions and person specifications may help to:

• Eliminate candidates that may look good on paper but are unsuitable for the role
• Provide a basis determining interview questions and selection methods at a later stage
• Manage the expectations of the new recruit so that they do not feel misled about the reality of the role
• Reflect on the progress of the hired employee to make sure that they are meeting the demands of the role

What should a job description and person specification contain?

Common mistakes made by employers when writing Job Descriptions

– They include little information about the role –

• Some employers include minimal detail in job adverts because they are genuinely unsure about what qualities their ideal candidate would have. Often in small businesses you want someone who will do lots of different things and contribute in lots of different ways, so it takes some time to work through your ‘Must-Have’ vs your ‘Nice-To-Have’ list. It is worth putting in the extra effort as candidates are turned off by vague adverts because they cannot make a judgement on what the job entails or whether they would be suitable or enjoy it.

– They provide general role descriptions with little insight into the company or culture –

• Without providing a context to the role, you risk candidates misunderstanding the true nature of the job. For example if a role requires tasks to be completed regularly within short strict deadlines, or a major part of the company culture is gaining compensation based on targets, it is critical to include this information as it is likely to entice or deter candidates. Many candidates may be able to perform the tasks, but they may not cope well within the context of the role.

– They do not provide a salary estimate –

• ‘Competitive salary’ or ‘salary on application’ may seem a good way to fish for candidates when you don’t have a clear idea of how much a suitable employee is going to cost you. However, you may quickly find yourself wasting time and money interviewing people whose salary expectations are far removed from yours.

• It is also worth noting that many job search engines provide the option to search within a particular salary range, which may instantly eliminate your role from appearing to candidates.

Common mistakes made by employers when writing Person Specifications

– They inadvertently discriminate against applicants –

• Although there is not a list of banned words to use in person specifications, you must be careful to avoid discriminatory terms to ensure you don’t fall foul of discrimination law.

• Common examples of this include descriptors such as ‘mature’, ‘dynamic’, ‘well-abled’, ‘Italian (as opposed to Italian speaking)’, ‘must have x years’ experience’ as well as discriminatory role titles such as ‘waitress’, ‘graduate’, ‘manageress’.

• You may also face discrimination claims by using indirect forms of discrimination such as only advertising in men’s magazines or anything which makes it difficult for certain groups to apply for the role.

– Failing to distinguish the Must-Haves from the Nice-to-Haves –

• Jobs often do require specific qualifications, technical knowledge and experience. However, having too much on your Must-Have list is likely to put off good candidates. For example, it may not be critical for a candidate to have a degree in sales in order to make a good salesperson. Similarly, it may not be necessary for candidates to be familiar with a particular software, so long as you have the capacity to train them. Ideal candidates may not always come ‘ready-made’, so be prepared to move some more items into your Nice-to-Have list to find your perfect job match.

We know it’s not always easy to attract your ideal employee, but when you know what kind of type of person you are looking for, it makes it far easier to recognise them when they come along!

For guidance, advice or help with recruitment or to make a comment about this newsletter please email us at info@peoplebusiness.co.uk or ring on 01932-874-944