6 mistakes recruiters should avoid in job description - fastcollab blog

17/09/2016

6 Mistakes Recruiters should avoid in Job Description | FastCollab | Blog

6 MISTAKES RECRUITERS SHOULD AVOID IN JOB DESCRIPTION February 16, 2016 Mukul Agarwal

1. Uncertain Job title There should be no room for uncertainty when recruiting, and that starts with the choice of the job title. Get it right & potential candidates will have an idea on what they will be doing & at what level.

Confused or misleading job titles may attract applications from not­so­relevant job seekers, which will only waste the time & efforts. Avoid complicated or inaccurate job titles. Prefer plain English, that is always best.

If you want to attract employees who are best fit to your particular business needs, the2. Inaccurate Primary Duties method begins by drawing up the proper job description. But what should you want toDetail specifically what the successful applicant will include? be doing. It permits people to decide whether they When writing the job description, it is necessary to take into deliberation some pointers onhave the required skills, experience or attributes to what you should not put while drafting a Perfect Job Description. perform the role successfully. If there is a need to carry out other tasks, be clear about that & give details. Precision is essential. If you are not sure what the post means, how could anyone else be?

3. Vague Job Description As well as specifying about job duties, you should also explain how the role must map to your business needs & how it fits in with the broader structure. For example, will the successful

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17/09/2016

6 Mistakes Recruiters should avoid in Job Description | FastCollab | Blog

applicant be part of the team or will head­up that team? Will employees be based totally at your premises, work from somewhere else or work from home? Explain how the role could advance in future.

4. Not so reachable co­ordinates To make the hiring process smooth and hassle free, recruiters should always mention accurate reachable co­ordinates. If you are not available on landline number all the time, it is preferred to give mobile number. Give an email ID which you keep checking regularly. Most important is to mention the company address where candidates are supposed to visit for any interview process.

5. Hidden Remuneration It is true that ‘Money’ should not be the motivation for employees. But as the competition is growing in the business, your competitors are already attracting the targeted job seekers with handsome salary. If you are expecting best work done by employees, they expect an attractive package in return. Transparency in these matters can keep unwanted profiles away from your database.

6. Not telling about your business It is expected from the potential candidates to search about the company details. What are its key products or services & markets; how many employees are working; where it operates.

They will also need to get a feel for the culture & vision, to analyse if they can fit in and achieve mutual goals. Use the opportunity to sell the business to potential employees. Explain to them why they should want to work for you.

Most of the organisations are using this web based recruiting software to post jobs on job portals as well as social networking sites, and sending bulk emails to their talent pool. It helps recruiters to track the progress of each applicant.

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