How To Hook Top Talent

If you’re a hiring manager looking for fresh new talent, you need to read this before you write your next job description.

At Talentfoot, one of the biggest mistakes we see hiring managers make is under-prioritizing their job descriptions. Far too often, our executive recruiters see bland descriptions that are simply too basic to attract the best talent.

In an economic climate where it seems like everyone is looking for a great job, it’s easy to forget that the top performers actually have a lot of choices when it comes to their career. To hook them, you have to step it up when it comes to your search process.

Here’s an example of a boring job description that won’t attract the talent your company needs…

EXAMPLE #1

Chief Marketing Officer

West Level Communications, New York

Fast-growing global marketing team seeks experienced leader to maintain and elevate international communications and strengthen branding.

Responsibilities include…

  • Manage marketing initiatives

  • Improve collaboration and communication

  • Track budget and costs

  • Maintain marketing calendar

  • Report ROI across functions

Requirements…

  • 5+ years senior marketing experience

  • Bachelor’s Degree

  • Superlative attention to detail

  • Professional judgment with multi-level staff

  • Strong verbal and written communication

Now let’s take the same exact example and elevate it into a stellar job description that will attract the cream of the crop to your team…

EXAMPLE #2

Chief Marketing Officer

West Level Communications, New York

Privately-held $500MM global marketing agency seeks Chief Marketing Officer to maintain and elevate international communications across a close-knit 30-person team of top-tier marketing professionals.Ideal candidate will thrive in a fast-paced, modern environment. Applicants should be at the cutting edge of design and fashion, yet always hungry to learn more and up-level strategy, regardless of vast experience in the industry.

We’re looking for an energetic executive with insatiable curiosity and an endless desire to gain new experience and view challenges through a fresh lens.Outgoing personalities with a propensity for fostering strong relationships among all team members will thrive in this role.

Responsibilities include…

  • Manage marketing initiatives in a fast-paced environment

  • Improve collaboration and communication among vibrant, dynamic team

  • Detailed tracking of budget and all related costs

  • Maintain weekly marketing calendar

  • Report ROI across functions

  • Work closely with CEO to scale business 3x within five years

Requirements…

  • 6+ years demonstrated senior marketing experience

  • Bachelor’s Degree

  • Ability to work on multiple projects simultaneously with measurable, consistent success across all marketing avenues

  • Superlative attention to detail with a results-driven focus

  • Professional judgment with multi-level staff

  • Strong verbal and written communication across all email and social media platforms

Benefits

  • Health and dental insurance

  • 401k

  • Daily organic breakfast, lunch and snacks

  • In-office massages

  • Nap pods

  • State-of-the-art gym

  • On-site staffed coffee bar

  • Beer and wine on tap

Now that you’ve seen these two examples, let’s talk about the differences between the two descriptions.

In the first, the post is very brief and mundane. The perks aren’t listed, and it doesn’t include vivid details. In the second example, specifics like numbers and company culture are included. The benefits are listed, and candidates get a vivid picture of what it would be like to work at the company.

What it comes down to is one thing: Details. Be as specific as possible. Avoid being vague at all costs.When you’re generic, people zone out and won’t apply – because you don’t seem unique. By including as much specific detail as possible – rather than fluff – you can hook the best talent.

Your job descriptions should sell the position you’re hiring for and make candidates salivate over the opportunity. Think of the three biggest selling points and include them. Make sure you share your unique positioning and key details with the HR team so they can convey that information at every step of the hiring process.

Now let’s break it down so you can write enticing job descriptions and get A-players on your team.

When you sit down to craft descriptions, or you’re communicating with the person on your team who writes them, ask yourself these questions…

  • Why would someone who’s doing well in their current position want to leave and join your team? You don’t want people who are desperate for a job – you want A-players who are already killing it.

  • What do you have to offer top talent that they might not be getting in their present role? Focus on what makes you exceptional.

  • How would joining your company impact a top performer’s career over the next year? Three years? Five? Ten? Think long-term benefits, and convey them.

  • Once you’ve answered these questions, you can use example #2 as a wireframe and fill in your company details to create effective job postings.

    Do your job descriptions portray your organization’s personality and culture? Are you selling the benefits of working for you and what the job could do for someone’s career? Or do you have room to improve in this area?It’s a war for top talent these days and you need to do what it takes to stand out. Have fun with your descriptions and top performers will want to join your team.

    Do you have any questions about writing effective job descriptions? We would love to hear from you.

    Do you need help writing a job description? Inquire about our consulting services by sending an email to info@talentfoot.com, with subject line “consulting needs”.

    Write a comment