With 2019 Major League Baseball season set to begin in just a few days, I got to thinking about the team dynamics of a baseball team. A baseball team has a 40-man active roster of both defensive and offensive players (batters as we call them). The nine men on the field playing defense all have their part defending the bases and monitoring the outfield with the catcher calling the shots for the pitcher. Every player is important, but the one that really determines how the game gets played is the pitcher.
Every team needs a good pitcher to throw those perfect no-hitter games. Think of your company in the same way. You have to be that perfect salesman, or pitcher, in order to get the job done. So how are you at pitching your company to potential candidates when there’s an open position at your company?
So, how do you make that perfect pitch?
The Details Matter
Selling your company to potential candidates begins with the job description. That initial pitch to your candidates needs to get them interested in the opportunity. Here are some basic tips to help you write the perfect pitch for your candidate.
- The job title. This is an obvious starting point for a job description as it literally tells a person what the position is. A good job title should reflect the nature of the job and the ranking order of where the position falls on the company’s roster.
- A breakdown of daily tasks. Paint a picture for your candidate of what their day will look like in this position. You can include a breakdown of tasks by percentage, or, if the position is more flexible, explain what tasks will be completed throughout the course of the position.
- The desired skills and competencies. These should be listed separately since they are two different things, however for the sake of time, we’re putting them together. Skills are activities that can be learned and measured over time like proficiency in Microsoft Office applications or other types of software. Competencies are the traits a person should be able to display for the position such as leadership or communication skills.
- Define the benefits. Telling candidates what they get from your company can set your company apart from others. If you offer good health insurance or paid time off, candidates will be more eager to pursue a position at your company.
- Salary ranges. It always comes down to numbers. Candidates want to know they’ll be paid based on their experience and for the work they’ll put into your company. By offering a range, you can give a candidate a good idea of what their skills might be worth to your company.
Now that you know what elements you need for your perfect pitch, here’s some additional tips on how to make your pitch the best one in the league.
- Spell check. Before handing over the job description to the recruiter who is helping you fill the position, check for any spelling errors and grammar mistakes. Make sure you check your formatting too. Big blocks of unorganized text can be an instant foul play in the eyes of a potential candidate.
- Avoid cliches and focus on keywords. Don’t use terms like “rockstar” or “best-of-the-best” in a job description. Focus on terms that can actually be defined and measured so you don’t scare away candidates. You don’t want a candidate reading your job description to roll their eyes and move on to the next opportunity.
A decent job description can help set your company’s open positions apart from the rest, and while it’s only the first inning in the hiring game, it’s an important part of getting candidates interested.
At The James Allen Companies, we understand how important a good job description is for a candidate. With over 40 years of recruiting experience we know what can make or break a good pitch to potential candidates and can provide feedback and expertise on how to make your job descriptions perfect no-hitters.