How often do hiring managers consider the fact that their candidates and the readers of their job descriptions may also be their customers?
Companies often do the same thing that they complain that candidates do.
Several months ago, a candidate came into our office and just about commanded us to find a position for her immediately.
She said she had just purchased a car and has a $426 monthly payment. She talked about how the car was expensive and she needed to make as much money as possible.
She didn’t tell us about her skills or work experience, assure us that she would be a reliable employee, or bring us a resume, or do anything to actually help find her a job.
We were not able to find her a job.
Most of us are able to realize her mistake: she didn’t market herself, and she didn’t tell us how companies would benefit from hiring her.
Many recruiters, hiring managers, and owners would probably shake their heads in disbelief at this story.
However, many companies do the same thing that she did. They’re just sitting on the other side of the desk.
When most companies post job descriptions, they start off focusing solely on what they need. They lay out the requirements, the expectations, and if they are thorough lay out everything they need.
To be clear, thoroughly explaining the job description is important. And candidates do want to know what the expectations and requirements are.
But think of the job description as a type of resume for the employee and for the candidates.
And remember that the job description is going to be seen by more people than just the candidates. It may be seen by competitors, potential vendors, or even customers.
How often do hiring managers consider the fact that their candidates may also be their customers?
However, often companies forget to think about what the candidates need. They’ll throw in some vague information at the bottom about how the salary and benefits are competitive and how they offer vacation days.
They rarely explain how they differentiate themselves from other companies. Job descriptions are a great opportunity for companies to brand themselves and spread the word of what they do.
Hiring managers should take the time to think about what makes them different, whether it be the work environment, the office environment, whether they accept pets, the hard work ethic of the employees, the size of the company, whether they are a Fortune 500 company or small business with a family feel, or anything that can honestly set themselves apart.
They can include in the job description lead a brief selling point. It can be just a couple words that set themselves apart. Or they can word the expectations in a positive way, ensuring that the description doesn’t make the candidate feel as though they are getting beat over the head with their requirements.