8 tips, 2 of which might be a bit controversial 


1. Inspire by telling about the organization

The candidate looking to apply may not know too much about the organization. It would be helpful to the candidate if you add a few lines describing the same. This will also help ease the whole process of hiring employees. Storytelling is becoming more and more important to create a sense of sync between company purpose and mission and individual foundation and meaningfulness.

2. Appeal to the human being by telling about the company culture

Cultural fit is now more important than skills to perform the job. Share insights about what you represent. Company values and culture pronounces the personality of an organization and plays a major role in attracting and retaining top talent and thus to be the foundation and opportunity to create innovative and high-performance teams in the company. You are hiring a personality, not only skills. In many areas skills are a commodity.

3. Inform about the team that is directly involved with the job role

Give details about the team, the problem they are trying to solve, the product it aspires to build or the services it provides. This will help the candidate get an idea about what they are getting in to. This will help bring down employee turnover caused by a mismatch in interests.

4. Start building a relation to the manager

Provide a background of the reporting manager. People don’t only leave companies. They leave also the managers they work for. People also join organizations for the managers they are going to be working for. A LinkedIn survey showed 41% indicated the reason “unsatisfied with the leadership” as the primary reason for leaving the company. It’s not only about a match with the company needs, but also a match preference with their coming managers.

5. Give details pertaining to the job

This will help job seekers to decide. Details about the challenges or needs the job poses. It is typically helpful to state e.g. the percentage of time one expects the employee to travel in the position.

6. Location of the job

If your organization is present across multiple locations or cities, it would be helpful to let prospective candidates figure out commuting options.

7. Benefits that the job provides

Flexible hours, work from home and other such perks that your company supports for prospects to make judicious decisions.

8. Incentives provided

Talk about insurance coverage or other aspects you believe are important for the prospects to decide.

When advertising on SoMe etc. – point to profiles of people working in the company: People inspire people, especially if they have done something unique and have a brand. They tend to be talent magnets, so use the association to your benefit and to be authentic about company values and culture.

Be sure to live out the above description. The opposite will undoubtably affect the candidate experiences, candidate branding and thus the ability to attract the most suitable talents.

To support you as HR and recruiters new HR technologies are available to enhance the recruitment process and help include human attributes, personality, values and culture in the recruitment process and specifically support the job matching preferences as mentioned above.


How do you write a job description that attracts the most suitable talent