The 5 Ways to Write a Candidate Pulling Job Specification
Hiring the right people for your membership organisation begins with attracting the best talent.
A specialist recruitment company like membershipbespoke can refine the candidates interested in your open roles and help you to make a more lucrative decision. However, before you can begin the interviewing and screening processes, you’ll need to write a compelling job description.
Job specifications are a crucial part of the hiring process. They let your candidates know what to expect and improve your chances of speaking to only the most qualified people for your role.
So, how do you write an effective spec?
1. Clarify What You’re Looking For
According to 50% of HR managers, poor job descriptions lead to inconsistent employee expectations, which can cause leadership staff to leave your company.
To make sure that you don’t send the wrong message with your specs, it’s important to clarify exactly what you need from a new employee. For instance, if you’re hiring for a head of leadership, make sure you outline:
- What kind of values the employee must have to align with your company culture.
- What day-to-day tasks they’ll be carrying out, and who they’ll be working with each day.
- What kind of skills are required, and what they can learn on the job.
- Whether they need a specific background to thrive in your membership organisation, for instance, marketing, accounting, or hospitality.
Consider discussing your job description with your specialist recruitment company so that they can let you know if you’re missing anything.
2. Eliminate Bias
Words are more powerful than you might think.
The wrong terms in your job specifications can harm your search for talent. For instance, many of today’s membership organisations attempt to show their modernity by using buzzwords to describe positions, rather than familiar terms. “Marketing Ninja” might sound good at first, but it may mean you lose out on candidates specifically searching for a role as membership organisation head of marketing.
Additionally, certain terms can even promote bias, even if they look innocent on paper. According to the American Psychological Association, words like “dominant” appeal more to male applicants than females.
Read through your specs and double-check them before you publish anything. You can even ask people within your team to read them for you and point out any discriminatory phrases they notice.
3. Be Realistic
Just as biased words can drive your ideal candidates away, excessive requirements can also make it difficult to find the right person for your team. There’s nothing wrong with having specific needs, particularly when you’re onboarding leadership talent. However, don’t expect everything from your new employees.
To make sure you’re not requesting too much from your candidates, it may be worth researching other job descriptions for similar roles online. Additionally, spend some time going through your job specs and removing anything that’s not absolutely necessary.
Remember that you can always train certain things on the job too. For instance, a marketing manager can learn how to use automation and digital tools when they’re working with you if they don’t already have IT skills.
4. Sell Your Position
Remember, job specifications aren’t just there to tell your candidates what you expect from them. Your descriptions are also a useful way to show today’s ambitious people what they can get from you. In a skills-short marketplace, the best talent will have their pick of organisations to work for. You need to demonstrate what makes you special.
Importantly, today’s candidates are looking for more than just remuneration from the best positions. While a good salary is important, they’ll also be looking for:
- A role that’s in a convenient location: Can you offer a short commute?
- Unique working experiences: Do you provide mentoring opportunities, or chances to work from home on certain days?
- Growth and development: Will you help your employees to improve their skills with regular training?
Speak to a membership organisation specialist like membershipbespoke for tips on what it takes to retain talent in your sector.
5. Get Your Formatting Right
Finally, though it’s important for your job descriptions to include plenty of crucial details, don’t get too carried away. Remember that today’s membership organisation candidates don’t have a lot of time to waste sorting through lengthy specs. Get to the point quickly and show your applicants what they can get from a job with your team.
A quick introductory paragraph that explains the position is a great way to grab your reader’s attention with some initial insights into what they can get out of the role. Additionally, bullet points will help to make your job descriptions easier to read and understand.
Your professional recruitment team will be on hand to filter out any candidates that aren’t appropriate for your role. With that in mind, you can afford to keep your descriptions as short and sweet as possible. Remember to make it easy for interested candidates to apply too, a button leading to an application or a place where they can send their CV is enough.
Don’t make becoming a part of your business feel like a challenge.
The membershipbespoke group remains the only specialist recruitment organisation in the UK, which offers a dedicated service tailored to the needs of Trade Associations, Unions, Professional and Regulatory Bodies.
We use our considerable expertise in successfully recruiting for positions across every department within a membership context. To find out more call us on 0203 4403653 or email us here.