How to write the perfect job specification

THE GOOD THE BAD AND THE UGLY - Don’t be a Cowboy, write a decent Job Ad

At JobAlert.ie we've seen first-hand some very well written Job Ads, but also some very badly written ones too. As part of our service we review and give advice to advertisers before their jobs go live! Thankfully in the majority of cases we’re not talking about legal non-compliance but mostly a lack of relevant information that impacts whether or not an employer fills the vacancy quickly. Albeit, we have saved a few court cases, that’s for sure!

Depending on the experience of the recruiter it can be hit and miss when it comes to what employers put in Job Ads, hoping to attract the perfect candidate. We’ve had Ads uploaded with just one line; “Receptionist required for busy office in Dublin” and then the employer will be surprised why they cannot fill that job! Thankfully, the Country is almost at full employment but the downside for employers is that it’s an employees’ market and as recruiters we really have to try a bit harder to attract the talent required. So, don’t be a Cowboy, sit down and write a decent job ad outlining exactly what is “Wanted”, spend the time and reap the benefits. Based on what we’ve seen over the last year, we’ve put together a few tips for all organisations big and small.

Job Title

Ensure the job title accurately describes the Job. If you have the authority to review or change a title ensure it is simple, engaging and accurately describes the job.

Please avoid quirky job titles that contain words such as ‘rockstar’, ‘guru’ and ‘ninja’, believe me we’ve seen them all and they just confuse people and will not help when candidates do a word search to find their perfect job.

COMPANY INFORMATION

Positively introduce your organisation. With current low unemployment rates, it’s much more important than ever to sell your company and the position on offer to prospective employees.

You should include; who you are, what you do, your exact location.

Try to add something nice that shows the culture, vision and working environment of your organisation, this will set you apart from other recruiters. You can do this by including keywords and phrases like; customer focused, hardworking, we value creativity, innovation and teamwork, we enjoy hard work and social nights out to de-stress or maybe you have occasional ‘Pizza Fridays’. You could also list any awards, major achievements or anything that you think makes you an interesting employer.

More recently larger organisations are using videos and testimonials from current employees to promote their organisations. You don’t need a big budget, you can make a simple video even if you are a small company who’s recruiting. You just need a smart phone and a fun, creative team to talk about a day in the life of working in your business.

Why are you hiring?

Expansion, new business, growth, seasonal requirements, maternity leave cover etc., if there is a specific reason, think about putting it in.

The Position

Location: Where will the person be based? If travel is a requirement please outline the details.

Shifts / Days of Work: Let people know when they will be required to work, days, hours, start time, end time of shifts and if flexibility is required? Is there an opportunity to work overtime, is it compulsory? Will they be required to work weekends and holidays?

Description: In a short paragraph, briefly, describe the position being offered using positive language, but be realistic and avoid using abbreviations or jargon. Use bullet points to list the most important responsibilities, this will make it easier for candidates to scan.

Skills and Requirements: It is important that you divide “must haves” as in necessary requirements for the job and “good to have’s” as in desirable requirements. Again, use bullet points to list; relevant qualifications, competencies, skills and work experience required.

What qualities does the ideal candidate have? Rather than just listing traits like “good communicator” maybe say “in this role you will need to be able to write accurate reports and work under pressure” or “in this role you will need to be able to communicate effectively with customers over the phone and answer their queries in relation to ……”

Only list points that are relevant to the position, and don’t overdo it!

Please keep in mind current legislation. For example, you must comply with all applicable laws, including the Disability Act 2005 and the Equality Act 2004 including all 9 grounds: gender, marital status, family status, sexual orientation, religion, age, disability, race and members of the traveller community.

Salary and Benefits

What benefits do you offer to employees? What do you offer employees in terms of personal and professional development, including any mentoring or on-going training? Ensure you list everything that may attract candidates, particularly if there’s a company car, van, mobile phone or laptop.

How to Apply?

Tell candidates how to apply for this position. Specify if you want a cover letter. Some organisations also outline what the process will involve and the timelines for example, closing date, interview dates, start dates etc.

JobAlert.ie harnesses the latest technologies to find your next hire through our website and social media. So, when traditional recruitment methods and big advertising fees fail to find you suitable applicants, why not give us a try. You can advertise a job from just €99. If you can fill a vacancy for free, even better, but you know where we are if you need us.

About JobAlert.ie

We are a jobs board with a cause, while we advertise jobs for companies of all sizes, it’s our mission to get the country fully working! That’s why we are particularly passionate about helping disadvantaged jobseekers, so where possible we share information about apprenticeships, traineeships and courses that help entry level and unemployed candidates for free. For more information visit www.jobalert.ie or email info@jobalert.ie