As the workplace has become more global, companies are investing in Enterprise translation and localization services to support their diverse workplaces. Anyone who has ever had the often excruciating experience of job hunting will have definitely read their fair share of job descriptions (JDs). Some of them are attractive, more often they aren’t, but then there are those that really fire the imagination and inspire job hunters to send out reworked resumes with shiny new cover letters in the hope of scoring an interview. In today’s Simply CSOFT we’re going to explore how to get the most out of your JDs – both for job-hunters and employers.
Naturally, the job title is the first thing that anybody sees. It can be both a good way to attract candidates and of immediately suggesting what responsibilities the position may entail. While a job title that reflects industry standards or a unique corporate culture stands out from the crowd, those new to the field – who might otherwise be great candidates – will shy away from the less familiar. For those designating job titles, it’s important to think of exactly who you’re trying to attract. Roles that require extensive experience in a given field may warrant more exacting titles but otherwise the simpler, the better. Job hunters who see something interesting shouldn’t let exotic titles put them off. All it takes to find out more (in most cases) is a *click*.
Now: the hook. The first section of any job description should answer why anyone – or everyone – should want this job. A few well-written short sentences will suffice, as long as they excite the sort of people who would best fit the advertised role. A corporate lawyer’s job description might focus on challenge, rewards, and proximity to upper management while one for a designer would emphasize creative control, a state-of-the-art working environment, and access to the latest design tools. This segment should also convey the feel of the company – it’s good to let a little spirit shine through, whether it’s of hyper-competitiveness or more fun. With the right tone, the right job-hunter will read this and rush on, eagerly anticipating the job requirements.
Following is usually a section titled “responsibilities.” This portion ideally serves as a snapshot of the position. It shows what a typical day looks like and what tasks are necessary to complete the involved duties. Lists of 5 to 10 bullet points are best; it’s enough to list the essentials and it allows job-hunters to make a quick judgment about whether or not to apply. Those writing the job description may want to give a percentage breakdown of the importance and frequency of different responsibilities. This will ensure applicants have a clear understanding of the position. At the same time, remember that workplaces are dynamic environments where roles, responsibilities, and techniques & technologies can change quickly. A statement like, “Additional tasks as needed,” looks frighteningly ambiguous but a similar phrase should be used to highlight the flexibility necessary in any role.
Next should typically be the “qualifications” or “desired skills.” This segment should again take the form of a bulleted list – a little longer than “responsibilities” but as concise as possible. Everything written here is crucial for carrying out the job; without one of these capabilities, a candidate just couldn’t fit this position. A job description writer should ask with every point, “Is this essential from the very first day on the job, or would my company be willing to train the right person?” The critical things should remain on the list; everything else should be cut. Another choice is the “preferred” designation for nonessential skills or qualifications but this should be used with caution; it might scare off potentially great candidates. Most job-hunters are asking themselves if they honestly fit each listed need. If they don’t meet a “preferred” requirement they might not send the otherwise winning resume.
Finally, a great job description must finish strong by sharing a bit about the company, its story, and its vision. This gives prospects an idea of where the business has been, where it wants to go, and lets them imagine working towards the same goals. The better the job description, the more likely their imagination will portray an accurate picture, and the more likely they’ll know whether they would fit with the company.
A job description isn’t just an advertisement about an opportunity. Investing in Enterprise translation and localization is a direct reflection of your company; a pitch about why somebody should want a position within your establishment. Hunting for employment and hunting for employees are daunting undertakings and both are made much easier with a well-written JD. Employers need to bear in mind where a well-written JD will help improve both your workforce and your company image, a poor JD will not only put off applicants, but can damage your brand’s reputation. If job- and headhunters approach JDs with the each other in mind, they will be much more likely to find the work or worker they need.
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If you’re interested in learning more about CSOFT’s globalization and localization solutions, check out our website here.
Learn more about CSOFT’s Enterprise translation and localization solutions here.
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