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Here’s What Candidates Want to See in Your Job Descriptions

job descriptions

When it’s time to hire for an open position, you’re likely to have a stack of resumes to review. It can be frustrating to scan resume after resume, only to realize that most applicants don’t have the right qualifications.

You can make the most of your efforts by writing a better job description. This way, you’ll help candidates to self-narrow themselves for the position. Of course, you’ll always get a candidate here or there who is under-qualified. But for the most part, writing a more specific job description will make it much easier to find just the candidates you’re in search of.

What to include in a top-notch job description

Not sure what to write? We’ve all been there. Follow these tips to get your job descriptions spot-on, and watch the right resumes come flying in:

Use your selling points.

What are the best parts about working for your company? You want your job descriptions to be attractive, first and foremost. Do you offer special perks or benefits? What makes your company unique? What do you employees say is the best part about working for you? Lead with this information.

Don’t get jargony.

When describing the position, role and responsibilities, use commonly accepted industry terms. Don’t use internal lingo, which is sure to scare off some applicants while confusing others. Be straightforward and explain what the work entails.

Be just specific enough.

List the top qualifications an applicant will need to perform the job, such as education, skills and knowledge. Then, list nice-to-haves that will help an applicant beat out the competition, but are also skills the person would be able to learn if they didn’t already have them.

Include SEO.

Also known as Search Engine Optimization, SEO helps search engines direct your jobs posts to people who are searching for specific topics. Include important keywords about 4-5 times within the body of your job description (such as the job title) to help it land in the right hands.

Describe your diversity and inclusion policy.

Employees want to know what your corporate culture is like, and that they’ll be welcome into it. Details about your diversity and inclusion practices are keys to opening the application up to everyone and not unconsciously turning away highly qualified candidates.

Need assistance?

If you’re in search of well-matched new employees, HireCall can help! We specialize in the placement of light industrial and office/clerical workers, plus much more! To learn how we can help you staff up in your company, contact us today!

How to Offer Flexibility as a Light Industrial Employer

The pandemic has changed many of the ways we work, plus our impression of our jobs, overall. For example, to improve health and safety, many companies sent employees to work from home—and after this experience, many found they preferred it. Work/life balance and mental health are at the front of many people’s minds these days, after shifts in work location helped us realize the value of spending more time at home with loved ones. In short, employees have started to expect more flexibility.

The challenge for light industrial employers

For light industrial and factory jobs, where workers must come into the workplace, flexibility can be more difficult to offer. However, it’s not impossible. You have several options for ways to give your employees more control over their workday, shift, and time off.

Five ways to give light industrial workers more flexibility

Try any of the following flexibility options for your light industrial workforce:

  1. Add part-time positions. Some of your employees may have decided full-time hours are too much for them, and they would prefer the advantage of shorter shifts. By offering part-time positions, you’ll be able to hold onto employees and continue to get work done.
  2. Allow flexible hours and shift-swapping. Letting your employees choose their start time is a great way to add more flexibility to the workweek. This helps them accommodate commitments to family, appointments, pets, and more. For example, a later start time can allow a parent to help their child get onto the bus in the morning, or provide time to run errands or attend a doctor’s appointment. Shift swapping allows workers to trade shifts if one fits better into their schedule, an easy way to give employees control over when they work.
  3. Offer shortened work weeks. Compressed weeks allow employees to work longer hours but fewer days. An example could be working four 10-hour days with Friday off. This can be an attractive option for employees looking for a three-day weekend to spend time with family and friends.
  4. Give input into time off. Offer paid time off or floating holidays and give your employees a say in when they want to take their PTO. Create a PTO policy to help guide the use of PTO while you continue to ensure shifts are covered. This could include how much advance notice an employee needs to provide before they take time off.
  5. Ask for input about shutdowns. Many companies decide to close down for a few weeks each year to give everyone much-deserved rest. Instead of simply planning when your shutdown will be, ask your employees which time of year they prefer.

Need guidance?

Your recruiter may have suggestions or ideas for ways to add more flexibility to your light industrial workforce. And if it’s time to staff up, HireCall can help. To learn more about our available staffing services and how we can help you round out your workforce, contact us today!