The Hidden Gems: How to Attract Passive Job Candidates
While the job market has continued to make a slower-than-expected recovery in nearly all other sectors, tech continues an upward trend – with companies throughout the United States searching for qualified candidates. That search, however, continues to be a challenge – especially in California — where everyone from data analysts to software engineers are highly in demand.
According to CRN, although California has “nearly twice as many tech workers” as its neighbors, there are also twice as many tech companies looking to hire them. That means selling positions to qualified candidates has become more important than ever.
Here are a few tips on exploring and posting tech job descriptions that will glean the interest companies need and want, ultimately leading to the right fit for everyone.
Sell the candidate. There are times when demand is high and candidates need to sell themselves to get companies to hire them; this is not one of those times. Because of the pool of qualified candidates in the marketplace and the rising number of jobs they have access to, the selling is now left largely up to companies – and that starts often begins with the job description. To start, those descriptions must offer clearly defined details on expectations, the project or projects candidates will be working on, what’s in it for them in terms of benefits or flexibility, and overall, why that particular company is the best option.
Keep structure in mind. While there is a lot to convey in order to accurately sell positions and places of employment, keeping it concise is still the name of the game. An effective job description contains two major points: an overview of the role and job responsibilities. All other information, including selling points related to company culture, should come later. In all cases, bullet points and conversational language that’s easy to understand (think lists instead of long paragraphs) are preferred. Job descriptions should start with the most important points: location, job title, hours and salary requirements (if applicable), and then get into company information, unique selling points, and responsibilities of the position.
Clearly define the job. While long diatribes about work-life balance and other perks of working there may be tempting for both candidates and companies that are posting the job, it’s essential that descriptions are focused – first and foremost – on the job at hand. For example, for descriptions seeking a Senior Java Engineer, responsibilities of that position, required years of experience, and how the position can and will contribute to overarching goals of the company (ie: a higher purpose) should come first. It’s also a good rule to separate out required skills and expertise from desired skills and expertise so that qualified candidates aren’t immediately turned off.
Bottom line, job descriptions should not only attract candidates who meet all the qualifications; they should encourage and motivate them to apply.