If any of you read the title of this post and thought, “Can’t we just use AI for that?”, you’d be correct in thinking that.
The reality is this: you can utilize AI for writing job descriptions, but at the end of the day, your team is responsible for attracting potential hires utilizing methods we’ve shared with you before (social media and strong retention – which acts as a great marketing tool for future hires, to name a few). Not to mention, there are a few key points to remember when writing a job description that you don’t want to solely rely on AI for. Read on for more notes on how to write your job description to attract young professional talent.
- #1 Let’s start with the obvious one. Share the salary. If it’s not mandatory in your state, it doesn’t mean you’re in the clear. We recommend sharing this (it can be a range, keep in mind, but don’t get crazy with it!) to start the hiring process with the candidate in an honest way.
- #2 Acknowledge whether your team is hybrid, remote, or 100% in-office. You might as well let them know from the start. As we’ve said in previous newsletters, your team will have an advantage by noting you have a hybrid work environment, but that does not mean you should neglect sharing this information if you are 100% in-office.
- #3 Highlight training and professional development opportunities. Young professionals want to know these opportunities will be encouraged and paid for; examples include joining the local Chamber or young professional groups, community service organizations, and external learning opportunities.
- #4 Be specific and clear. Share examples of projects they might work on (noting confidentiality of course), and give them an idea of what the office might be like. More companies are switching to interactive job application experiences, which start with your job descriptions.
- #5 Grab their attention! One of our favorite suggestions is to hook them right away with a note that fits your company’s brand and tone.
- #6 Be inclusive! Recognizing that GenZ is the most diverse generation is history is helpful to know when writing job descriptions. Use language that welcomes candidates from diverse backgrounds (i.e., don’t just say you offer holiday time for Easter/Christmas, you might be targeting a candidate who celebrates another holiday or none at all). Diversity can also encompass gender and age, so again, focus on inclusive language that is inclusive and remember: diversity matters to this generation.
- #7 Titles actually matter. Regardless of how you view this concept, young professionals want titles that show their value, according to one of our recent surveys. Young professionals notice when they don’t get a title change for years, so start strong by offering titles that are clear, not generic, and understand that they are eager to see growth in their title over time.
More companies are switching to interactive job application experiences, which can start with your job descriptions. Remember that you can go outside the box and source talent just by being honest. While it’s not traditional to share stories from other employees in a job description, don’t be afraid to try something new and include a brief testimonial at the end of a job description.
By following these tips, you can write a job description that accurately reflects the role and responsibilities of the position, while also attracting top talent to your company. Job descriptions are likely a candidate’s first touchpoint into your company, so help it start with a bang.
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