Gone are the days when you could just sit back and pick from a stack of resumes. The job market trends have significantly evolved in recent years, and now, if you want to attract the most qualified and motivated candidates for one of your positions, it’s up to you to put in the effort! Fortunately, Cebir is here to provide you with the key elements of a well-written job offer!
What is Cebir ?
At Cebir, we are experts in psychometrics, offering innovative tests that reveal the potential of your candidates. We help you in the recruitment and talent development process with precision and objectivity, thanks to over 60 psychometric tools developed by our team of experts.
What steps should I follow to write my job offer?
Step 1: Provide context, explain who you are.
Once you have clearly defined the profile you are looking for, explain the recruitment context if possible (team expansion, creation of a brand-new department, etc.) as well as who you are, the company’s values, and what forms its core (for example, your industry might pique the curiosity of some candidates). Talk about your teams and the people in your company.
Step 2: Be clear in your job description and title.
Clearly and concretely list the tasks that will be required of your future employee. Don’t be afraid to provide details and be as specific as possible. The more information the candidate has about the job, the better they can visualize themselves in the role, and the more their interest will grow.
As for the title of your job offer, avoid using company-specific jargon: someone from outside might not understand what it means. Do some research to find a job title that is both eye-catching and accurate in relation to the position you’re offering.
Step 3: List the requirements.
Whether it’s a specific degree, fluency in one or more foreign languages… again, be as precise as possible. However, be careful not to create a list of requirements that’s too long, as this could lose the interest of candidates or discourage them. Make sure that the number of requirements does not exceed the number of tasks described in the job description. Sort through your list to ensure you only include what is necessary and avoid looking for the mythical “overqualified, five-legged unicorn with 30 years of experience who just graduated from school.”
Step 4: List the benefits!
What does the candidate gain by applying to your company? Why choose you over another employer? These are the points that can sometimes make a difference to a candidate.
Do you offer benefits like meal vouchers or eco-vouchers? Say so. Does every employee get insurance? Same here. Does the ice cream truck come once a week, and are there fruits available for staff? Another win. The same goes for personal development and workplace well-being: highlight the training you offer, additional holidays, and other benefits. You can also mention easy access, available parking, and the list goes on.
The more you show candidates that you care about their well-being and that it’s not just about earning a salary, the more you’ll attract people who are genuinely interested in working with you.
Also, don’t be afraid to provide a salary range in your job offer to give candidates an idea of the gross salary they can expect. This will help avoid disappointments or recruitment processes failing due to salary expectations.
Of course, add your company’s personal touch and structure the text into distinct categories with catchy headings, and you’ll have a job offer that’s a hit!
One last tip? 💡
Bet on authenticity
According to Le Forem, the more honest and authentic your job offer is, using your company’s core values, the more you’ll help the candidate picture themselves in the role. So don’t hesitate to provide additional details.
It’s always pleasant for a candidate to have a direct glimpse into the hiring process:
• How many interviews are scheduled?
By answering this question, you give your candidate all the tools they need to prepare properly. You also give them an idea of the process’s duration, which can help avoid disappointments from the outset.
• Is there a site visit or a meeting with potential managers or colleagues?
A site visit is always extremely interesting for the candidate. On the one hand, it allows them to get a sense of the environment they will be working in. On the other hand, it gives you insight into their level of interest during the visit: Do they ask questions? Do they seem curious about the operation of your factory/office/company life in general?
• Who is the internal recruiter or the person the candidate can contact?
By adding the name and surname of the person handling the recruitment for the position, you make your company even more approachable and help your candidate better imagine their upcoming meeting.