Datapeople’s Best Practices for Job Description Templates
The recruiting analytics experts at Datapeople are big proponents of using templates to create job descriptions. They say templates provide important structure to the job post writing process that results in better job posts and fewer headaches for hiring teams. Here are some of the company’s best practices for using job description templates.
“Let’s be real, writing a job ad isn’t most hiring manager’s idea of a good time,” says Charlie Smith, Datapeople’s Content Marketing Manager. “That’s even truer for hiring managers who don’t like to write. Meanwhile, keeping job ads consistent across an entire organization can be a logistical nightmare for recruiting operations teams. Templates make both of those tasks much easier.”
According to Datapeople, hiring teams can use job description templates to accomplish several things at once. They can provide a better candidate experience overall, tailor their job posts to different needs, and standardize their writing workflows.
The first step is to think of the candidate when creating job description templates. Datapeople says that hiring teams should always remember that the target audience of their job ad is job seekers, not their human resources or legal departments. They should build job description templates that prompt writers to include all the information that job seekers need, from clear responsibilities and requirements to compensation and work policies. And by standardizing job posts across the company, hiring teams can ensure that candidates experience one consistent employer brand regardless of job, location, or department.
The second step, says Datapeople, is to tailor job description templates to the business and the job. For example, the ‘About Us’ section of a company job post should reflect the company. Hiring teams at startups may want to include more information about the company than ones at big corporations. Meanwhile, hiring teams at all companies may want to create separate templates for different types of jobs, departments, seniority levels, et cetera.
The final step, according to Datapeople, is to use templates to streamline the job post writing workflow. Without templates, hiring managers often find themselves reinventing the wheel for every new job. They have to search old job posts for standard content such as ‘About Us’ and ‘Perks and Benefits,’ and they may not use the latest, corporate-approved copy. Job description templates enable them to write certain content once and then trust it’s appearing correctly on all posts moving forward.
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