In the quest to attract top-notch talent while staying true to their employer brand, we've gathered insights from hiring and recruiting experts. From highlighting culture and team dynamics to conveying growth opportunities and mission clearly, explore the seven compelling strategies these experts employ to craft job descriptions that resonate.
 

• Highlight Culture and Team Dynamics
• Employ Storytelling to Portray Brand
• Streamline Core Qualifications
• Lead with Company Culture
• Reflect Company Ethos in Job Posts
• Showcase Training and Development Opportunities
• Incorporate Testimonials and Employee Stories

Highlight Culture and Team Dynamics

We always highlight the two most important predictors of success in our company: culture and team.

For example, we might share something like:

Culture - "Care. Be Real. Have Fun." is our internal mantra, and our culture and policies support that sentiment. The ideal candidate is a go-getter who enjoys a fast-paced environment.

Team - You'll be working alongside our founders and executive team and will be empowered to help shape the future of the company. This is the fun team you'll get to work with.

Without cultural alignment, it doesn't matter how skilled a candidate is; it's not going to be a great fit. And, our team enjoys a strong reputation in our market. Sharing the profiles of teammates is a great way to appeal to potential candidates. We pride ourselves on being authentic and transparent.

Theresa Balsiger, Vice President of Candidate Relations, Carex Consulting Group

 

Employ Storytelling to Portray Brand

At Admix Global, we use storytelling to portray our brand identity, values, and mission in our job descriptions. We don't just list qualifications and responsibilities; we create a narrative that tells our story. Last year, when we were looking for a digital marketing strategist, we shared a story about one of our clients. This small-business owner did not have a good understanding of marketing and was overwhelmed by the digital landscape. In the job description, we shared a story that painted a picture of how Admix Global stepped in, brainstormed as a team, came up with a strategy, and turned their small business' online presence around. This showed our work, commitment, innovative approach, and teamwork — values we possess. Storytelling connects us to the best talent that aligns with our values and provides an authentic preview of what they can expect when working with us. Eugenia Syrytsia, Seasoned Recruiter, HR Expert, Admix Global

Streamline Core Qualifications

Limit the laundry list of qualifications. Sometimes, reading job descriptions is like reading a dissertation. Instead, recruiters and hiring managers should work together to ensure the qualifications are core to the role. Not only does streamlining the list of qualifications help attract talent (and more diverse talent at that), but it also demonstrates that a company has thought carefully about what they need to hire for. Danielle Little, Director, Process Change, Peoplism

Lead with Company Culture

In our job descriptions, we make a point of discussing the company and culture before we discuss the role. This is a deliberate choice to bring the person into the mindset and culture of our team. The work they do matters, but it matters most in the context of our wider culture. If there's one thing that hooks the right people, it's leading with culture. Trevor Ewen, COO, QBench

Reflect Company Ethos in Job Posts

In my role, I ensure our job descriptions are more than just a list of requirements; they're a reflection of our company's ethos. We prioritize ambition and hard work over formal credentials, and this is explicitly stated in our job postings. By doing so, we attract candidates who resonate with our values and are motivated by the same drive that propels our company forward. This strategy has not only helped us in finding the right talent but also in reinforcing our employer brand as a place that values character and commitment over just qualifications. Brett Ungashick, CEO and CHRO, OutSail

Showcase Training and Development Opportunities

In our organization, we focus on showcasing training opportunities in our job descriptions. This is actually a great way to attract a wider pool of candidates, while also presenting that we are prioritizing employee development as part of our branding. In my experience, this encourages individuals who may have less experience but possess the right skills to consider applying. When you clearly communicate that there are chances for professional development, you not only increase your chances of hiring but also often attract candidates who are eager to grow along with your company — something that's essential for long-term success, especially in the healthcare field. Your employee value proposition (EVP) represents the unique benefits that employees will gain by joining your company. Some people tend to focus solely on financial rewards and bonuses, like discounts, but it's crucial not to overlook the appeal of training opportunities within your EVP. Demonstrating how individuals can progress in their careers also helps prevent them from getting stuck in the cycle of low wages, which ultimately benefits both businesses and society in the long term. Amy Tribe, Director, OGLF (Our Good Living Formula)

Incorporate Testimonials and Employee Stories

As the hiring leader for our organization, I use a unique approach when crafting job descriptions for open positions. Rather than using generic or inflated language, I actually like to include testimonials and employee stories. In my opinion, this provides candidates with a more authentic glimpse into our workplace and makes the open position seem more relatable and credible. Not to mention, this strategy also differentiates our company from competitors and helps attract candidates who share similar values and interests with the employees who are featured in the job description. Mathias Johansen, Co-Founder and COO, Guide2Fluency

Author Bio

Brett Farmiloe is the Founder/CEO and the CHRO of Featured.

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