Although it seems simple, the drafting of a job offer is an essential step in the candidate selection process. This is the first contact between the company and the candidate, and badly written exchanges can put off the candidates you want to recruit. Here are some tips to draw in the best talent from the first moment of the relationship.;
What you need to do;
- Provide relevant information about the company: Make sure you include the name of the company, or at least a description of its activities. Sometimes companies do not want their competitors to discover the candidates they are looking for, but the potential employee needs to know in detail what the company is. Is it a large company or an SME? In what sector(s) does it work in?
- Specify the exact nature of the position: Between an advertisement entitled ""Director of Human Resources"" and one entitled ""Director"", which, in your opinion, will receive the most visits? Candidates are looking for job ads using specific keywords that are relevant to them.
- Clearly describe the position: You must include the desired requirements, as well as the list of responsibilities. The more information you provide about these, the easier it will be for the candidate to determine if the position is suitable for him or her. A lack of essential information can put off potential candidates.
- Discuss benefits: If you want to attract the best talent, detail all the benefits that they will receive by joining your company and that they will not find in any other. Corporate culture can attract talent if you describe it effectively.
- Detail the advantages of your company: Be clear on the salary and other benefits offered (flextime, bonus, mutual, incentives etc.). This avoids your time being wasted by meeting candidates who are looking for better conditions than you offer.
What you should not do;
- Intimidate the candidate: In some companies, the workload is particularly high for all employees. In others, the deadlines are very tight. For this reason, it is important to avoid using sentences such as: ""Important you are accustomed to working under pressure"" It is best to say it tactfully to the candidate during the Interview, rather than coldly in the announcement.
- Displaying a long list of obligations: Too many required skills and abilities can cause the candidate to feel under-qualified and thus scare even the most talented. It is recommended to make a clear distinction between mandatory and desired requirements.
Don’t be ambiguous: Candidates want to know who they are dealing with before they accept a job offer. Therefore, instead of mentioning vague responsibilities such as ""support to the marketing department"", it is necessary to describe the concrete tasks and situations that the candidate will have to carry out.
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