Not enough qualified candidates? Too many unqualified applications? You can easily fix this problem by tweaking your job requirements! Learn how with this great quick tips!
Are your job postings (job ads) attracting too many unqualified candidates, and not nearly enough qualified ones?
Before investing a lot of time and money in implementing shiny new recruiting strategies aimed at attracting talent, you should first examine your job requirements.
Job requirements are part of your job ads that state the qualifications and skills necessary for a certain position.
Job requirements should clearly state what an employer is looking for.
That way, potential candidates can know what is required from them before applying.
If they match all the job requirements criteria, it means they are a good fit for a job and they have a chance of actually getting it.
On the other hand, if they don’t match the job requirements criteria, they probably shouldn’t waste their time applying, because they have a little chance of getting the job.
Thus, by laying out clearly defined job requirements, employers can attract the right of type candidates.
Over or under qualified candidates will be turned away from applying, thus saving employers a lot of time and money in the long run.
Contrary to popular practice, writing great job requirements is more than just copy pasting the “Qualifications and skills” part of your job description templates.
To write an efficient job requirements, you should combine your job description with your candidate persona and choose the most important, key qualifications and skills desired in your perfect candidate.
Here are 8 quick tips for improving your job requirements:
Improve the readability of your job requirements by listing them in a form of bullet-points.
The best practice is to list no more than 7 bullet points.
You “must haves” should entail only the essential qualification needed to be considered for the job. Separate them from the additional “nice to haves”.
Don’t state your company’s demands. Instead, tell your potential candidates how working at your company can benefit them.
Use the simple, everyday language and conversational phrases.
Make sure you use the tone appropriate for your Employer Brand.
Your requirements should aim to attract your perfect candidates.
Be as specific as you can - avoid vague descriptions and stick with plain and simple wording.