6 MISTAKES RECRUITERS SHOULD AVOID IN JOB DESCRIPTION

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6 MISTAKES RECRUITERS SHOULD AVOID IN JOB
DESCRIPTION

• If you want to attract employees who are best fit
  to your particular business needs, the method
  begins by drawing up the proper job description.
  But what should you want to include?
• When writing the job description, it is necessary
  to take into deliberation some pointers on what
  you should not put while drafting a Perfect Job
  Description.
• Uncertain Job title
• There should be no room for uncertainty when
  recruiting, and that starts with the choice of
  the job title. Get it right
• potential candidates will have an idea on what
  they will be doing at what level. Confused or
  misleading job titles may attract applications
  from not-so-relevantjob seekers, which will
  only waste the time efforts. Avoid
  complicated or inaccurate job titles. Prefer
  plain English, that is always best.
• Inaccurate Primary Duties
• Detail specifically what the successful applicant
  will be doing. It permits people to decide
  whether they have the required skills, experience
  or attributes to perform the role successfully.
  If there is a need to carry out other tasks, be
  clear about that give details. Precision is
  essential. If you are not sure what the post
  means, how could anyone else be?
• Vague Job Description
• As well as specifying about job duties, you
  should also explain how the role must map to your
  business needs how it fits in with the broader
  structure. For example, will the successful
  applicant be part of the team or will head- up
  that team? Will employees be based totally at
  your premises, work from somewhere else or work
  from home? Explain how the role could advance in
  future.
• Not so reachable co-ordinates

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• To make the hiring process smooth and
  hassle free, recruiters should always
  mention accurate reachable co- ordinates. If
  you are not available on landline number all the
  time, it is preferred to give mobile number. Give
  an email ID which you keep checking regularly.
  Most important is to mention the company address
  where candidates are supposed to visit for any
  interview process.
• Hidden Remuneration
• It is true that Money should not be the
  motivation for employees. But as the
  competition is growing in the business, your
  competitors are already attracting the targeted
  job seekers with handsome salary. If you are
  expecting best work done by employees, they
  expect an attractive package in return.
  Transparency in these matters can keep unwanted
  profiles away from your database.
• Not telling about your business
• It is expected from the potential
  candidates to search about the company
  details. What are its key products or
  services markets how many employees are
  working where it operates. They will also need
  to get a feel for the culture vision, to
  analyse if they can fit in and achieve mutual
  goals. Use the opportunity to sell the business
  to potential employees. Explain to them why they
  should want to work for you.
• Most of the organisations are using this web
  based recruiting software to post jobs on job
  portals as well as social networking sites, and
  sending bulk emails to their talent pool.
  It helps recruiters to track the progress of
  each applicant.