The unexpected candidates give feedback to your vacancies. Why? We would like to give some simple and effective recommendations for vacancy description. Focused on the candidates you are looking for.
Be specific.
Every candidate wants to find a job according to his/her qualifications. Every job has many particularities which are rarely described in vacancies but they are very essential for job seeker. Try to describe the responsibilities and duties in details, don not follow general clichés, include the key details on team (e.g. female or male team, average age of employees, company social traditions), on company office location, on normative or non-normative working day .More specific details you include in your vacancies more adequate candidates will give feedback to your vacancies. The vacancy announcement space is not limited.
Use key words.
The candidates are seeking the vacancy by key words or categories. Try to use as many professional terms of the available position in your vacancy as possible. For instance, if you are looking for the marketing assistant on Public Relations give the following title to your vacancy: “Marketing Assistant and PR.
Do not forget about bonuses and additional conditions.
Sometimes the company provides additional incentives besides salary. (e.g. gasoline, mobile phone expenses refund, accommodation upon relocation, travel expenses reimbursement, medical insurance, food, sport complex, etc.) Do not forget to include all the information in the vacancy description It can be one of the important factors for the talented candidate’s decision.
Be distinct and brief
Try to write briefly, check spelling and grammar.
Be efficient
Invite to the face to face interview all the necessary candidates who have given feedback to your vacancy. Do not make them wait. Your competitors can be faster and would not lose a good candidate. Do not forget to send the refusal letters to all other candidates who were interested in your vacancy.
