Archives: Recruitment of managers

Employee recruitment process-15 elements of an effective process

by Tom Bozyczko | December 29, 2020 | For the Employer, Recruitment

What is a recruitment process? An effective and efficient recruitment process is a step-by-step process of hiring new employees whereby an organisation identifies its talent needs, recruits from the talent pool and ultimately hires the most qualified candidates. Most companies have their own recruitment processes. Below are the most common steps in the recruitment process across the industry and regardless of company size. However, keep in mind that the specific details of the recruitment process are unique to each company and job market.

Steps in the employee recruitment process

1. recruitment process. Identify the need for employment

The hiring process starts with identifying a need in your organisation. This need can vary from filling a vacant position, better managing a team's workload or expanding the reach of organisational tasks. In other words, positions are either newly created or recently vacated.

2. develop a recruitment plan

As soon as an organisation identifies a hiring need, it should start recruiting. For newly created positions, the organisation should clearly articulate how the new position aligns with its goals and business plan. Organisations should also keep relevant internal teams and employees informed of the new position at every stage of the recruitment process. It is important that all those involved in the hiring decision agree to the hiring process, steps and appropriate communication channels. Recruitment also includes a strategy for publicising the new position, both internally and externally; criteria for pre-screening candidates; what the recruitment process will look like; and who will conduct interviews. You may wish to ask a recruitment consultancy agency for help at this stage. It is also a good idea to consider whether you will be recruiting internally or recruiting externally.

3. write a job description

Hiring personnel should begin by generating a job description that lists the responsibilities, job requirements, special qualifications, desired characteristics, and expected work experience. The job description should also include information about the organisation's salary and benefits. See also How to prepare an attractive job description?

4. assignment to an agency or posting of a vacancy

Identifying highly qualified potential candidates starts internally. So start by letting current employees know about the opening. Advertising the position can stop there if you are determined to fill the position internally. However, if you are interested in external candidates, you should include this information in your internal application. The next step in the recruitment process will be to post an ad on job portals and use a combination of the company's website and social media platforms, job posting sites such as LinkedIn, Pracuj etc. job fairs, industry publications and events, advertisements in local newspapers and word-of-mouth recruitment. You can also use a recruitment agency such as Fast Forward Solutions - check out how we work and read these CASE STUDIES. Advertising will likely be based on a combination of the company's website and social media and workplace platforms such as LinkedIn, trade publications and ads in specialized local portals. Remember that simply posting an ad misses out on a large portion of the best so-called "passive" candidates, who don't look for jobs themselves and don't browse ads because they currently have a job and aren't thinking about changing currently.

5. recruitment of the post

Beyond the usual job postings, recruiters should reach out directly to desirable candidates through LinkedIn, social media and job fairs. Active recruiting will help generate applications from potential candidates who are not actively seeking new job opportunities, but may be ideal for an available position.

6. overview of applications

Your organisation probably already has a mechanism for receiving applications - email, applicant tracking system (ATS), etc. In many cases, the review process begins with HR representatives reviewing applications and eliminating any candidate who does not meet the minimum requirements for the position or the company in general. In other cases, the hiring team or hiring manager may prefer to review each application. After collecting a batch of qualified applications, the hiring team should review the remaining candidates and identify those they wish to interview.

7. telephone/video call - initial check

Initial interviews typically begin with phone/video interviews with HR representatives. Phone interviews determine whether candidates have the necessary qualifications to fill the position and align with the organisation's culture and values. Phone interviews allow organisations to further refine the candidate list while effectively utilising company resources for recruitment interviews.

8. interviews

Depending on the size of the organisation and the recruitment team, one or more interviews are scheduled for the remaining candidates. Interviews include:

Early interviews are usually one-on-one conversations between candidates and the hiring manager. Early interviews typically focus on the candidates' experience, skills, work history and availability.
Additional interviews with management, staff, executives and other members of the organization can be either one-on-one or group interviews with the hiring committee. These can be formal or casual interviews; on-site, off-site or online via Skype, Google Hangouts, Zoom, etc. Additional interviews are more in-depth; for example, during interviews between a candidate and multiple members of the recruitment team, each team member focuses on a specific topic or aspect of the job to avoid redundancy and provide an in-depth conversation about the candidates' role and qualifications and experience. Note: at this stage, selected candidates should also be told not to ask for an interview, that the search has moved forward and they are no longer being considered.
Final interviews often include conversations with company management or a more in-depth discussion with the interviewer from earlier in the hiring process. Final interviews are usually extended only to a very small pool of top candidates.

9. evaluation of candidates

After or during interviews, the company often assigns applicants one or more standardized tests. These tests measure a wide range of variables, including personality traits, problem-solving skills, reasoning, reading comprehension, emotional intelligence and more.

recruitment process selection of the best candidates

10. background checks

The first job advertisement should indicate that all candidates are subject to a background check on their resume or application. This verification involves checking candidates' criminal records, verifying their employment history and qualifications, and their declared education. Some organizations also check social media accounts (Facebook, X, Linkedin, etc.) to ensure that potential employees can represent the company in a professional manner. Depending on the position, drug tests may also be warranted.

11. decision

After conducting background and reference checks, recruiters determine their top choice. Staff should also select a backup candidate in the event that the best candidate rejects the offer or negotiations do not result in a signed offer letter. If none of the candidates meet the recruitment criteria, the recruiter or hiring manager should determine whether to start the recruitment process over again or outsource it to a recruitment agency. If so, the team should discuss whether the recruitment process should be adjusted or changed to attract more suitable candidates.

12. check of references

The next important element in the recruitment process is the reference check should verify any relevant information provided by the candidate about previous employment - job performance, experience, responsibilities, workplace behaviour etc. A typical question to ask is: "Would you hire this person again?".

13. job offer

Once the best candidate is identified, the organisation should extend an initial offer. The offer should include the position's salary, benefits, paid time off, start date, potential severance, remote work policy including company equipment and other terms and conditions of employment. Negotiations are likely to take place. Accordingly, hiring managers should internally determine which elements of the offer letter are negotiable and which are not. It is typical that terms such as salary, flexible work schedule and remote working are negotiated.

14 Employment

After negotiations, if the job offer is accepted, the candidate is hired. Acceptance of the job offer begins the process of completing and submitting employment-related documents.

15. Onboarding the employee

Hiring a new employee does not end the recruitment process. Hiring a new employee in a friendly and professional manner will help them integrate into the company in a way that lays the foundation for a long-term, productive relationship between them and the company. A welcome letter is strongly recommended. From there, the relevant management should reach out to the employee before their start date to welcome them to the organisation. Their workspace should be prepared, cleaned and equipped with the necessary credentials and equipment before their first day of work. If orientation is part of the onboarding process, make sure the employee has a clear understanding of the expectations and timeline for these events. Finally, consider assigning a mentor to the new employee to help them settle into their new position and organization and ensure their long-term growth and success.

Fast Forward Solutions is a boutique agency specializing in recruitment in the areas of IT, sales, digital marketing and finance. Our methods provide fast access to the best talent available on the market, effective results and guarantee a very high level of confidentiality for both clients and candidates. With our help you will build your "dream team". At the head is Tomek Bożyczko, an experienced leader, guaranteeing the success of your organization

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Executive Search - the benefits of hiring a recruitment agency

by Tom Bozyczko | December 8, 2020 | For the Employer, Recruitment

Why do companies hire external executive search agencies? Organizations should have an effective process for recruiting human resources. This process must be cost-effective - and also time-effective. An effective recruitment process will not only reduce the cost of hiring employees, but also reduce employee turnover.

The recruitment process should result in hiring personnel who meet the required skills and complement the organization's culture and values. In addition, the process should result in hiring top performers. This is important because, according to McKinsey & Co. top performers are about 400 percent more productive than average performers.

Did you know that the cost of a bad recruitment, especially at managerial level, is around 200,000 PLN?

Costs include:

Training
Reduced efficiency
Announcements for new position
Hours spent vetting every candidate who applies for the position
Interviewing potential candidates for the post
Shorten the list and re-review potential candidates for the position
Correct verification of employment history

Companies that screen and interview every potential candidate for company management positions can receive hundreds of resumes for a vacancy. Sifting through each candidate takes a significant amount of time. Let's do some math here:

You need to hire 10 employees.
You get about 30 CVs for each position, which equals 300 CVs.
You spend 5 minutes going through each CV and cover letter.
That's more than 25 hours spent just reviewing resumes.

The shocking part - 78% of internal recruiters said that half of the resumes they received belonged to unqualified candidates.

Instead of wasting valuable hours screening qualified candidates for interviews, consider hiring an executive search recruitment agency. They can reduce the workload associated with the recruitment process, allowing your company's HR staff to spend their time managing other important functions, such as creating effective policies to reduce employee turnover. Headhunter will search for the best candidate on behalf of your company and provide you with a list of the most qualified candidates for the position you wish to fill.

When it comes to headhunting, companies of all types and sizes can benefit from hiring an executive search or direct search firm. Here are some of your companies that can benefit from a company that specializes in recruiting professionals.

Filling vacancies quickly

The typical protracted process of hiring in-house can lead to reduced revenues. This is because vacancies have a negative impact on a company's net productivity. Some managers mistakenly believe that keeping positions vacant for an extended period of time will result in labour cost savings.

Moreover, it is important to know that qualified candidates are in the market for a short time. According to a study conducted by Office Vibe, the best candidates stay on the market for about 10 days. So, you need to hire quickly especially for positions that require technical skills.

Another cost of vacant posts for companies is that it creates a burden on existing staff. Until the position is filled, employees must take on additional responsibilities. This, combined with excess overtime, can lead to employee burnout and performance issues.

Experienced headhunting companies focus on recruiting the best talent in the shortest possible time. They know the techniques to find qualified people for a position in a short period of time. The companies screen candidates en masse and pin down the right candidates for the job.

Employ experienced staff

Finding the best candidates for a position is not only a time-consuming but also a costly process. Hiring managers must assess job functions, conduct an internal talent audit and search for the right candidate for the position. These tasks place an additional burden on human resources staff.

All the effort and money involved in recruiting employees will go to waste if inexperienced candidates are hired for the jobs. The cost of hiring the wrong people will be high for the company due to the additional training required to perform the tasks.

Using an executive search firm will increase your chances of hiring the right person for the job. An experienced human resources consulting firm will actively search for talented individuals for your company. Hiring an executive search firm will result in time and cost savings compared to in-house recruitment efforts.

Reaching out to passive candidates through direct search method

Passive candidates are those who are not actively looking for a job because they already hold senior positions in a reputable company. Companies need to look for these candidates, but it takes time, effort, resources and skills. They need to invest resources in convincing a passive candidate to switch jobs...

For this reason, it is better to consider hiring an executive search agency to source top-notch passive candidates. Make them aware of the opportunity and convince them to join the company. Companies can trust an executive search agency to filter out candidates, both active and passive, and arrange interviews with the company.

executive search

Filling roles that require specific technical skills

Companies with specific technical requirements for a position may find it difficult to hire a candidate who meets all their requirements. If they do so through an executive recruitment agency, it will increase the chances of securing a qualified candidate in a shorter period of time.

An executive search firm will shortlist candidates suitable for a position that requires technical skills and help the company fill the vacancy quickly.

Ensure transparency in the recruitment process by an external executive search firm

Another key advantage of hiring an executive search firm to fill your vacancies is that it will lead to a transparent recruitment process. This will avoid your company having to be responsible for any bias during the recruitment process.

Professional search firms treat every application with equal attention. No candidate is rejected because of the protected characteristics mentioned above. They follow a strict procedure to ensure equal opportunity in the search process. Thus, enlisting the help of an executive search firm to fill your staffing gaps will avoid liabilities arising from discrimination during the recruitment process.

executive-search-warsaw

Executive search firm's efforts to vet candidate

An experienced executive search firm can schedule suitable candidates for interviews after comprehensive preparation. The headhunting firm will verify the information on your resume to ensure that it is accurate and does not contain any factual inaccuracies.

The executive search agency will conduct a background check on the candidate to verify the degrees listed on the resume. In addition, the company will confirm information about the work experience listed in the job application. This is an invaluable service, since a survey showed that about 46 percent of resumes submitted for a position contained some false information. What's more, nearly 85 percent of employers caught candidates lying on their applications or resumes, according to the 2017 Employment Benchmarking Report.

These checks will not only make sure that the right candidate is hired, but will also prevent liability issues for some companies. For example, a public transportation company will be held liable if they hire a driver who has been convicted of multiple DUIs or has a poor safety record. Enlisting the help of a professional headhunting firm will prevent costly lawsuits for failing to perform a background check when hiring.

job candidate verification

Preventing the downgrading of the corporate brand image

Relying on internal recruiters generally results in slow hiring. According to LinkedIn's 2020 Global Hiring Outlook Report, the recruitment process can take up to four months. In addition to the costs associated with the aforementioned protracted recruitment processes, such as lost productivity, increased employee stress and reduced profitability, this can also have a negative impact on a company's image

When a position remains unfilled for a long time and appears repeatedly in search results on job sites, it will present a negative image of the company. Potential employees will think that the company is not an attractive place to work.

A positive company image is important for effective hiring. You lose the chance to hire the best candidates because of a negative company image. This will result in fewer quality applications for the position.

In today's digital world of social media and review sites, your company cannot afford a long hiring process. A long hiring process will also frustrate potential candidates who have applied for a job with your company. They may leave negative comments on job review sites or social media, reducing your chances of attracting top talent

Other benefits of using an Executive Search Agency

Here are some other benefits of using a recruitment agency for all your recruitment needs:

No need to search through countless job applications
External executive search firm, thanks to a high degree of confidentiality, can carry out "secret" projects for the Board of Directors
There is no need to deal with administrative issues such as communication with potential candidates, including informing unsuccessful candidates and offering feedback and confirming candidate information such as references and qualifications.
Eliminates costs associated with posting jobs on the Internet in various media
Eliminates the impact on internal staff who can fulfil their roles, duties and responsibilities more effectively.
Eliminates overtime costs associated with employing an internal team to conduct direct searches for a position, especially during busy periods.
Eliminates the likelihood of costs such as poor performance, re-employment and training.
It eliminates training costs as they will already have the skills and requirements needed for the job.

Applications

Companies that do not hire through an executive search agency are exposed to various risks. These can include lengthening the recruitment process or hiring the wrong candidate for the job. If companies hire through an executive search agency, they will benefit from the employee's ability to successfully complete projects, tasks, assignments and other duties. In short, an executive recruitment agency can help companies make the 'right choice' every time.

Fast Forward Solutions is a specialized executive search agency that, through the direct search method, helps companies acquire the best talent. We take away the risks and costs associated with finding the right employees for various positions with full confidentiality.

Our corporate clients are at the center of what we do. We actively seek out the best talent, engage with them and present a list of potential candidates who are ideal for the position. Our staff first learns about your industry, company and its culture, and then recommends a range of candidates who best fit your needs. We provide executive search services for companies belonging to various sectors, including IT, finance, venture capital, renewable energy, and sales and marketing. Contact us today if you would like to learn more about our professional headhunting services.

See how we recruited a CMO, read the Case Study

Remote leader recruitment. Effective execution of onboarding.

by Tom Bozyczko | December 6, 2020 | For the Employer, Recruitment

Imagine that the remote recruitment was successful. As of next week, you have a new leader on board. You hired her/him to lead the transformation before the crisis began. But now she/he joins remotely after a successful recruitment process and inherits a remote team. Her/his short-term urgent priorities are very different from what they seemed to be before the Covid-19 pandemic. How can you make her/his onboarding productive as her/his manager? What can you do to support her and make her a success rather than a failure

Be crystal clear about short-term goals.

Like any leader in transition, he or she must learn quickly how to create value, and this is even more important in times of crisis. In particular, make sure the candidate's role and goals are clear from the start. For example, if you were recruiting online to find someone specifically to help with crisis management - let them know that this will include downsizing. But if you hired someone before the crisis, as in the case of a new supply chain leader, they need to understand their role at a much faster pace. Continuing with this example, make it clear in the onboarding process what aspects of the original role are a priority and what has changed due to the need to deal with immediate disruptions - preferably before the new leader starts.

Ensure a structured learning process.

To accelerate the learning process in a virtual context, you need to provide information in a more structured manner. This requires paying more attention to what you put in your initial "document dump": organizational charts, financial statements, strategic and project documentation, and an up-to-date crisis response plan. In a recent Savannah Group survey of 200 senior managers, 95% said that having access to this information made them more effective in the first few weeks, especially if the organization asked them in advance what would be most valuable. Beyond that, you need to help new employees get a broader and deeper picture of the organization and their role within it. Virtual briefings can be scheduled for the new supply chain leader on critical issues with the existing system and its challenges, as well as on culture, planning and decision-making processes. When remote recruitment takes place - all subsequent processes should already be planned.

Onboarding - a remote process - build a (more) robust stakeholder engagement plan.

Remote recruitment passed, what's next? The next step and the next priority is to help new employees identify, understand and build relationships with key stakeholders. When onboarding is virtual, it's important to be even more detailed and structured here as well. Start by having a conversation, an internal consensus on who the new leader's key stakeholders are and, most importantly, the order in which the new leader should meet with them; these things are often not apparent to new employees themselves. For the new leader, there may be single-level people in finance and operations whose support will be crucial. Once the key stakeholders have been identified, reach out to them and align them with the goals you have set for the new leader; this will maximize the value of their meetings.

Assign a virtual buddy on board.

Quite a few companies have built buddy systems (buddies) into their pre-crisis processes related to the "onboarding" issue. And for new managers entering remote work organizations, a buddy is essential.

Good buddies play four key roles. (1) They help orient new employees to the business and its context. (2) They facilitate connections with people whose support is essential or helpful. (3) They help navigate processes and systems. (4) They accelerate acculturation by providing insight into "how things are done here."

Of course, you must take care to select buddies who have the time, skills and inclination to help, and you must let them know how they can be most helpful. Typically, they should not be in the new leader's chain of command. This means they should be peers or others who have the understanding of the "big picture" necessary to be able to really help. For a new leader emerging from remote recruitment in the supply chain, a peer in operations may be a good choice.

Facilitating virtual team building.

Helpful in face-to-face situations, the process of assimilating a new leader is essential. When remote onboarding takes place, it's another huge challenge - just like remote recruitment before it. It is a structured process of compliance and connection between the leader and the team he or she inherits. The facilitator asks the leader and team members questions to discover what they would most like to share and learn about each other. The facilitator summarizes the insights gained and uses them to guide the conversation between the leader and the team. The good news is that this process can be done effectively via video conferencing.

Remote trainer recruitment - a step to think about.

Long before the crisis, studies showed that coaching with transition acceleration cuts time in half. What kind of time? Obviously, the time needed for new executives to become fully effective in their roles. In fact - you, your team and the new leader's team are coping with the stress of responding to new challenges. For example: remote recruitment, onboarding or crisis. Transition coaches can be especially important now. They are especially helpful when they understand the organization, company culture and stakeholder environment. Associates and coaches play a complementary role. That is, they advise new leaders on the challenges they face and provide a safe space in which to discuss them.

While following these guidelines, it is important to remember that remote recruitment alone is not enough. In truth, effective virtual onboarding does not just mean helping external employees. Remote recruiting, remote working, onboarding - these issues are huge challenges for employees at both the lower and top levels. Employees making internal moves in an organization working remotely can face challenges. Against the odds that are just as difficult if not more difficult than those faced by new leaders.

Remote management - sales team and recruitment

by Tom Bozyczko | Sep 28, 2020 | For Employer, Recruitment

Remote management of a complex of salespeople and sales support is not an easy task. Yes it is more difficult to do it remotely. Your employees may be selling by phone, online, face-to-face, among others - regardless of the method of selling, you need to work out a universal way to manage this team, verify the results, and carry out a satisfactory hiring process for the employee every time. How to do this effectively? Read this article and find out what to do to make remote management successful.

Recruiting managers - reducing the number of responsibilities

If you manage a group of many salespeople, you will have a hard time reviewing the work of each of them. A much easier and more efficient way will be to recruit managers or team leaders. Actually, each of them can monitor and verify the work of a smaller group of salesmen, and you will only keep in touch with managers or team leaders. This way you can focus on other priorities. For example, take care of market analysis, developing effective methods. This will make it much easier to conduct video calls over the Internet, during which you will discuss each problem, stage, marketing strategy. Managers will be responsible for motivating the salespeople they manage, checking and consulting on results, conducting training. The smaller the groups you manage remotely, the easier it is to communicate effectively. Think about change, build smaller teams. Their greater efficiency will turn into real profits, much greater than if you managed all the salespeople alone. If you are looking for managers, also applying remote team management - contact us.

New reporting systems - IT recruitment

A great way to communicate with the team, assign tasks and create projects is to use IT systems. In this case, it is best to carry out IT specialist recruitment. That is, hiring a person responsible for selecting CRM systems, testing, customizing and managing them will ease your burden considerably. The IT specialist will select the solution best suited to the nature of your company's operations and train your employees. Without buying several systems, as you can have your own systems. First think about what kind of solutions you are looking for. Do you only want to verify working hours, or maybe implement more projects and run reporting by each salesman? Then you can review the solutions available on the market yourself, or you can decide to hire a specialist to choose the best one, train your employees, implement the system and manage it. If you are looking for employees and your intention is future IT recruitment, then be sure to take advantage of our recruitment assistance offer. In summary, we will help you find employees who meet your requirements, and remote management of your sales team will be much easier for you.

Remote management is also a development

The current pandemic situation has made it increasingly difficult to sell. That's why it's a good idea to focus on business development and introduce new services or improve current ones. A good way to do this is to manage remotely, i.e. move to e-commerce and develop your business online. During the pandemic, many customers have increased confidence in online shopping. Both those for services and products. If you decide to expand your business, not only will you need to develop a new strategy, introduce products or services tailored to the needs of the market, but you will also need to recruit new employees who are perfectly comfortable working remotely. If you want recruitment to go smoothly and identify the best candidates, don't go it alone. Enlist the help of specialists to assist you throughout the process.

Effective remote management and recruitment

This is a complicated process that requires several verification steps. Therefore, it is much more beneficial to use the offer of professionals with experience. FFS will help you at all stages of remote recruitment. First we will get to know your needs, ask pertinent questions in order to find out who you want to hire and for what purpose. Then we will create a strategy, review the candidates' offers verifying their knowledge. The effective recruitment we offer also includes video meetings with candidates, during which we will check their knowledge and whether they fit the candidate profile and the business model you are working in. Later, we will introduce you to a few finalists, present them, and you will make a decision. We will not leave you once you are hired, we will contact you after a week, a month and a quarter. Assistance in building a remote operation? Remote management will be much easier with our support. You can use our services whether you are looking for multiple employees or just one. See our offer and use our services and you will improve remote operation with your sales team.

How to prepare an attractive job description?

by Tom Bozyczko | Sep 11, 2020 | Recruitment

When preparing a job description, do you simply copy and paste one template into another, or can you take the time to promote the position you are looking to fill? Retaining top talent is increasingly challenging and organisations are looking for new ways to build momentum and attract candidates. More creative, conversational and unconventional approaches to the job description yield better quality candidates and greater success in filling emerging vacancies. So what should a job description contain?

Job description example for IT positions

Firstly: background information

Job background information is essential both for people in personnel management departments and for those applying for a position within the job. Providing basic data will show the impact of the position on the organisational structure.

The main details of the job should include information such as the full name of the job, the purpose of the job, the working conditions, the location of the job and the level of classification in the organisation. It's important that this information is given in a simple way so that it's clear to both HR and other employees and job applicants. In the case of IT positions, it would be good to clearly state whether it is front end or back end.

Second: experience and qualifications required

The work experience and qualifications required for the job should be known to applicants in the recruitment process and to current employees. It is on the basis of qualifications and experience that applicants determine whether they meet the employer's requirements, and the employer can make a selection among applicants. A description of the experience and qualifications required for the job is also essential for current employees to plan their career path and development within the company.

Among the qualifications that are specified in the job description, there should be elements such as the required education, knowledge of foreign languages, skills, completed courses or indicated seniority in a similar position.

Third: Entitlements

Every employee should have clearly defined powers and additional authorisations. This ensures that the person in post is clear about what they are entitled to and personally responsible for.

Job authorisations may include, among other things, the power to make decisions on behalf of the company, to dispose of its finances and to sign documents on its behalf.

Fourth: tasks and competences

At this point, it should be made clear what the employer expects from the person hired for the position - after all, every applicant or employee wants to know what tasks their job entails.

The employer should therefore define what the employee is responsible for to his/her superiors, and what all the tasks and responsibilities are that he/she has to carry out during the employment relationship on the job. The definition of the terms of reference is crucial for both the employer and the employee - the supervisor knows on what basis he or she assesses the mentee and can determine whether the mentee is fulfilling his or her duties, while the employee can refer to the document when the tasks ordered by the supervisor go beyond the scope of activities stated in the job description.

Fifth: conciseness and specificity

Cut out the general stuff, be critical and ask yourself what is really necessary. Identify your needs, put it all down on paper and shave it down to the core competencies and tasks of the candidate. Try to challenge the typical description and "cut out the generic descriptions, be critical and ask yourself what is really essential".

Consider your list of 4-5 competencies, 4-5 required expectations and commit to them. Because you may be tempted to add lines like "detail-oriented" or "adaptable to change," be aware that such general points don't really differentiate candidates or have any real impact on your message.

Companies are also becoming more open to show earnings directly in the job advert. Doing so strikes a balance between employers and candidates, alleviating the stress of the dreaded salary interview. While employers may lose the upper hand in the discussion by using this method, they also avoid wasting the time of a candidate who may be applying for a job below the salary amount. An attractive job description is a key element of success, which is also rewarded by Google for Jobs, which indexes such a job ad higher.

It job descriptions as a marketing element

The classic job description is no longer sufficient. Instead, companies need to improve their advertising game and consider their job descriptions and job performance as advertising content. Such a description should be branded, catchy and engaging enough to make someone want to move on from their current employer to a new one.

For example, Monster has discovered a new way to interact with candidates by developing a program that allows people to embed videos directly into job descriptions! Skill Scout can also help companies tell their story with a platform that allows organisations to create their own videos that can be used in job descriptions. All of these companies are leveraging humanity, as job descriptions with video ads are viewed 46 percent more than written ones, and jobs receive 36 percent more indexing when accompanied by video.

What can be taken into account:

Prepare a 30-second video on why a potential candidate should join your team
Share stories about former employees in comparable roles and their increase in salary and competence levels
Include LinkedIn profiles / communities of this team
Upload videos or photos from your workplace
Upload infographics and other visual media to show the uniqueness of this job offer
Create job description text more dynamically by adding hyperlinks to more articles (media, awards, employee blogs, multimedia, business social links, etc.).

The usual job description is no longer enough in today's market, and companies will need to think more cheaply about how they interact and participate in the talent development process. Let them know what really awaits them when they are a new employee and don't be afraid to let your true colours shine! Also remember on your careers page about your privacy and cookies policy....

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