As a Tech Talent Acquisition Agency – we understand the importance of having the right people. Over the decades of hiring great talent, we’ve learned that it starts with attracting great talent. A poorly written job description could lead to the wrong hire, which is costly.
According to the U.S. Department of Labor, the average cost of a bad hire is up to 30% of the employee’s first-year earnings.
The first step to avoiding the wrong hire is to craft an engaging and compelling, inclusive tech job description.
The most promising job description combines some marketing, the reality of the role, necessary skills and competencies, qualifications, and your culture. In addition to your company mission, include any benefits it provides to employees. The goal is to provide enough information for candidates to determine if they’re qualified and entice them to apply.
Just how much weight does the description carry? According to an Indeed survey, 52% of job seekers say the quality of the job description is “very or extremely influential” in their decision to apply.
Here’s how to do it.
- Job Title – Utilize industry-standard language and be specific about the role. Avoid internal jargon such as “VI” or weird titles like “DevOps Rockstar” that may confuse or put off the job seeker.
- Job Summary – Keep it engaging and short (one-to-four sentences). It should include a description, primary function, how it contributes to the larger company objectives, and why it’s essential to the company and society.For example, try answering the question, “How does this role contribute to making people’s lives better or solve existing business or social problems?” according to a whitepaper from the National Center for Women & Information Technology (NCWIT). Using invitational language, like, “Come join a creative team of ____ dedicated to_____,” is remarkably effective.
Try not to use a one size fits all boilerplate language – for all the openings at your company. Technical professionals often have different job search criteria than their non-technical counterparts use the language they speak.
- Responsibilities and Growth Development – Outline a detailed and concise bulleted list of the core responsibilities. Like most professionals, technologists care about what they will be working on, how their contribution will impact the company and their potential for advancement. Avoid detailing every mundane task.
- Skills and Qualifications – Identify the must-have vs. nice-to-have skills. Here’s why: 63% of candidates in a recent survey said they chose not to apply for a job because they felt like they didn’t know the specific tools or skills listed in the job description.Try to emphasize any technologies that will be used that are hot in the marketplace and in demand as a skill. Skilled technologists consider their career marketability when choosing jobs and will favor positions where they can learn a new and valuable trick.
- Salary and benefits – “Competitive salary and benefits,” tells candidates nothing. High-level candidates look for opportunities that meet their salary needs and goals. Stand out from the crowd (only 30% of job listings include salary information) by adding a salary band to your job description to help attract top tech talent. Almost 1 in 4 job seekers say that compensation is the most important part of a job description.Highlight your top perks and how your overall package may differ from competitors. Hybrid working option, unlimited PTO, catered lunches, tuition reimbursement, dog-friendly office?
Example Job Descriptions
Here are some examples to help you get started.
Still, need help crafting a tech job description? Contact an INNOVA People specialist today to start!