How to write an enticing job spec to attract the best talent
As a recruiter, you need to advise your clients – as part of their recruitment strategy – that it's vital for you to have a really good job spec for the position they need you to recruit for. A job spec needs to reach out and grab the attention of job seekers, and ultimately convince them that this is their dream job. Never underestimate the power of a well-written job spec. It should be concise, clear and accurate; typically one to two pages long, and should include the following elements.
1. Job title: What will this person do?
The first step in writing an effective job spec is coming up with an appropriate a job title. It should be descriptive and reflect the role accurately. It should also indicate the level that the position will be, for example, business analyst/senior business analyst.
2. Department: Where is the position in the company?
This allows for the job seeker to gain further insight into where the potential employee will be situated in a larger company. It can also allow a glimpse into the 'growth potential' or career path of the role.
3. Job summary: summarising the main points of the position
A job summary gives an overview of the position as well as its key functions. The job summary should describe the job without going into too much detail.
- Business analyst - solves organisational information problems and requirements by analysing requirements, designing computer programs, recommending system controls and protocols.
4. Key responsibilities
The key responsibilities of a job are the essential functions that the job holder performs. A job description usually contains a number of pointers and key accountabilities. For example:
- Determines operational objectives by studying business functions, gathering information, evaluating output requirements and formats,
- Designs new computer programs by analysing requirements, constructing workflow charts and diagrams, studying system capabilities, writing specifications,
- Improves systems by studying current practices, designing modifications, and
- Recommends controls by identifying problems, writing improved procedures.
5. Minimum job requirements
This describes the knowledge, skills and abilities that are required. Being in recruitment, this section is a useful guide for the recruiters to determine which areas the candidates will need to be qualified in. This means you should include it as a very important part of your recruitment strategy. What are the non-negotiables? This outlines the knowledge and skills that are required to source the most suitable candidate successfully, e.g.:
- C#, COBOL, software design, software documentation, software development process, software requirements and analysing information.
6. Remuneration package:
Not all companies like to indicate a remuneration package as they like to base the salary on the candidate's experience and current salary package. However, this allows recruiters to work on a salary band which assists in determining the best candidate and for an employer as they will know the remuneration that the company can offer.
7. Personal attributes: the type of person who will fit in the company's culture:
Every company will have a specific culture. It's important for all applicants to ask questions and try and gain a greater understanding of the company's culture before the interviews start.
Companies have to create a job spec that can represent themselves and the new position in such a way that you want the candidates fighting over themselves to get that dream job!
