Simple words can express a lot. This is applicable especially to job description (JD). So, special care should be taken while writing a JD. For, in arena of digitization and technology, words matter, but visuals certainly leave a greater impact for top quality results. This does not mean a JD must be flooded with pictures however; rather it should be less detailed and self-explanatory.
When hiring for a digital skill, the factors to be necessarily mentioned in the JD includes the job requirements, learning potential, job goals, and technological aptitude. A JD must also always be crisp in order to make the right impact.
Recruiters, while preparing a JD, should consequently also avoid the following few errors in order to make sure they get the best results while hiring for a digital skills profile:
Keep it Crisp
A job description should never have too fancy a vocabulary or a list full of detailed descriptions about every aspect of the industry. Rather: The simpler, the better! It won’t confuse the reader and will thereby enable the candidate to understand the requirements of the digital skill requirement. This simple approach will encourage applicants to understand the job post and also apply for, at the earliest.
Job descriptions must have clear point in bullet lists, and avoid multi-paragraph length descriptions.
Make sure the JD has specific roles and responsibilities as well. This is necessary because every candidate in this field is specialised and will only be interested in the job if they know what they are getting in to.
Specify the Quantity and Quality of the Job Requirement
A digital professional will always want to know the kind of work (i.e., quality of work) you are offering, as well as the quantity (number of projects) of work that it entails. A digital applicant mostly looks for variety, challenges, and flexibility of the timeframe in every project. Remember that a project which requires digital skills will always have a continuous demand for work, because this is an ongoing process with no legitimate end to it.
Every project requirement will vary; some projects will have marketing, a few will have promotions and branding strategies, and some will only have maintenance work. Therefore, it’s important to specify the type of work the projects require.
Average Client Portfolio
A job description can also include the basic portfolio of the clients, operational areas, target audience, competitors, vision, strategy, outcomes, and plans (in brief) as well. But, this should be very brief, just for the candidate’s understanding of the profile of the job. This will also help recruiters find interested people who understand the type of work, or those who have done similar kinds of work before. It will narrow down the search to finding the best candidate. In fact, questioning a candidate on exact client requirements in the interview will help in finalizing a candidate who can deliver the perfect outcome.
Here, be sure not to elaborate too much since it may also have a negative impact on the applicant. It may lead to performance anxiety, arouse performance pressure (even before performing), as well as inferiority complex.
Branding over Marketing
Marketing and branding, though similar, are also very different. The strategies used for either require candidates with different levels of proven track records and advanced digital skills in the specified field. Thus, if these criteria are included in a JD, then certified applicants from Google, or else, at least trained ones, can be sourced from portals or hiring agencies.
If these few pointers are avoided from a JD, then you will definitely find an appropriate candidate with a high level of digital skills appropriate to your requirement. JD is just a brief explanation of the job requirement. Highlighting the key points is all that is necessary.
Hence, penning down a JD can take time, especially for digital skill requirements – as it has to be planned with minimal instructions, while still indicating the scope for discussion and arousing interest in the profile among potential candidates.