Posts

Write A Better Job Description

Four Simple Guidelines to Writing the Best Job Description

Write A Better Job Description

Job descriptions are an unavoidable evil – and can be the bane of existence for a Hiring Manager or HR employee. Most of the time, you need to hire someone yesterday, so a job description gets thrown together haphazardly in order to get it posted ASAP. But… have you ever considered that this could be the sole reason that you are not able to hire the candidates you want and need? The job description is the first interaction your prospective talent has with your job, and in many cases, your company. If it doesn’t get their attention or speak to them on a personal level, it’s on to the next one! When you break it down, there are 4 basic parts to the job description, and there is a trick to optimizing each one:

1. Engaging Introduction

This is where so many companies miss the mark. This is your opportunity to grab the attention of your reader and highlight why they should want to work in this position at your company. Instead of giving a straight forward overview of the duties and the history of the company, think outside the box! Candidates are all about transparency and authenticity these days. According to the LinkedIn Global Talent Trends Report, 66% of candidates care most about a company’s culture and values when considering a job change. And they don’t just want a canned answer – but an honest perspective. “Give a real picture of the company’s working environment, not the usual made-in-heaven company profile.”

Some of the things you can include in your introduction are the team makeup, current exciting projects, volunteer opportunities, and fun quirks about the position or company. Do you do donut meetings every Friday morning? Head out to Habitat for Humanity once a year? Maybe you just finished a big design project and are looking for some hands-on implementation. Talk about your company’s journey – the hurdles you’ve overcome, your major accomplishments, and your big-picture dreams and goals.

2. In-Depth Description of Job

Seems pretty self-explanatory that a job description should include a description of the job – right? Well, you don’t want to include just any checklist of duties. You want your candidates to imagine what it would be like to affect change in your organization, not just “run daily reports, participate in weekly meetings, and utilize company software.”

Use the meat of the job description to not only explain what they’ll be doing, but how it will affect the company as a whole. How do their day-to-day actions tie into the success of their team? Essentially – explain why this job is important. For example, upgrade “participate in weekly meetings,” to “participate in weekly strategy sessions to determine program effectiveness and develop new ideas and solutions.

3. Qualifications

Controversial opinion time – don’t include too many qualifications or requirements that are too strict. You don’t want to limit your candidate pool just because you said the ideal candidate needs 6 years of experience when there are hundreds of impressive candidates that have 5 years of experience. More and more, companies are adopting the philosophy “hire for attitude, train for skill.” There are so many candidates that could make a huge impact at your company that you might be missing out on due to a long laundry list of requirements.

Of course, include the absolute must-haves for the job. Then, include the skills and experience that you desire; (it helps candidates find your job!) But consider leaving out limiting numbers or super specific details.

4. Contact Information And Next Steps

I understand that not every company or hiring manager can include their direct contact information. But it can be a very powerful tool! When a candidate sees an actual name/phone number/email tied to a job description – it creates an instant connection. It makes the job description feel more tangible when there is an actual human behind it!

Another option is to give a brief overview of the interviewing and hiring process. We will be calling prospective candidates on this date, conducting interviews during this week, and hiring our newest team member by this date. You can even give them tips on preparing for the interview. Knowing what to expect will give your candidates more confidence in applying – and they will have something to look forward to!

What the Future of Coal Means for the Future of Industry Jobs, Johnson Search Group, people, hire, inspire, reach, coal, mining, administration, industrial, jobs, job market

What the Future of Coal Means for the Future of Industry Jobs

What the Future of Coal Means for the Future of Industry Jobs, Johnson Search Group, people, hire, inspire, reach, coal, mining, administration, industrial, jobs, job market

Coal has been around forever. It can be traced as far back as the cavemen – who used it for various reasons. Ever since the Industrial Revolution, coal use has skyrocketed in modern civilization, and since 1970, coal production has increased by more than 70 percent.

We hear it in the news all the time. Coal is becoming a huge topic as environmental activists exploit coal’s negative impact on the earth. Typically, each side of the political spectrum falls on either a pro-coal axis or an anti-coal axis, and each create policies to appeal to their side.

With today’s political spectrum, it seems as if jobs in coal should increase. However, there is major opposition to an expansion of coal, and subsequently its jobs. With everything happening in the political world, let’s see what the future of coal has on industry jobs.

There are coal jobs on the horizon, and the current administration wants to grab them and reel them in. After all, the previous administration did cut industry jobs by about 36,000, which came as a huge shock to many. As first reported by CNN, there were 400 jobs created in coal in the month of May. This may not seem like a whole bunch, but after thousands of jobs were cut, any amount of creation is received with open arms. There have been promises for months about new jobs in coal, and it seems as if those promises are being kept. All 36,000 lost jobs won’t magically appear overnight, but give it time and it seems that jobs in the industry will increase.

Not all people believe that jobs will increase, but anything besides more job cuts will be welcomed by the industry. As one coal miner states, “I really don’t think that there’s going to be that many more jobs created, but I do think it’ll stabilize.” This comes as a sign of hope for many currently working in the industry. With cuts first starting in 2011, the job security has now been welcomed by those currently employed in the industry. Those who have been worrying about their jobs being lost over the past six years can now stop stressing out over something they cannot control.

Just like in every other situation, there are those who believe that industry jobs will continue to decrease. In an article from the New York Times, it is clear that many researchers believe that the increased use of natural and renewable resources will continue the decrease in use of coal. As a researcher from Columbia University states, “…in order to stay competitive, coal will have to increase automation.”

The future of coal and jobs in the industry is still up in the air. However, one thing is certain: the outlook on industry jobs is looking brighter now than it has been for the past six years.