Do Your IT Job Descriptions Tell Candidates What They Really Want To Know?

Do Your IT Job Descriptions Tell Candidates What They Really Want To Know?

By Published On: December 10, 2018Categories: Management Tips

Writing a job description is the equivalent of writing a resume. You spend hours crafting it to perfection, picking the perfect words and a friendly and professional tone – only to find out that no one – literally no one – will ever read it word for word.

It turns out we put a lot of ‘fluff’ in job descriptions, when candidates just want to know what’s in it for them. What do IT candidates really want to know when they are skimming your job description?

Well, it starts with, “Show me the money!”

At the executive recruitment level, especially for C-suite positions, each career move is calculated based on the candidate’s professional objectives and goals. Also, executive career search is time-consuming, directors, vice presidents and CIOs don’t have the time to apply and see what happens. These smart and analytical professionals will conduct hours of research on the company, team and culture – only after they decide if they want to apply.

When executive candidates are considering a career move, it is weighted by several different factors that are ranked in this order of consideration:

  1. If your company is still not putting salary ranges in job descriptions, you are reducing your candidate pool and wasting everyone’s time. A salary range with an overview of healthcare coverage and any attractive benefits you offer should be prominently listed. This is the most important factor in determining if a candidate will apply. Knowing this, put this detail in the first or second paragraph so it can easily be skimmed and found.
  2. Focus your job description on the day-to-day responsibilities and details of the job. When reading the job description, candidates want to know if they would like to do the job, and are they qualified for the job. Key responsibilities and qualifications to highlight are: number of direct reports; certifications required; and key performance goals and timeframes to measure the success of the final candidate.
  3. Equally important to candidates is the tone of the job description. Overly casual language can be off-putting to some candidates, as they will question if the company has the professionalism to be taken serious by clients, vendors and investors. Finding a balanced approach of professionalism that fits and defines the company culture is more appreciated by candidates.
  4. One last bit of advice, culture, values and mission statements are not meant to be put in job descriptions. Candidates that are interested in the opportunity will do their own independent research on this, with much more details, once they have decided that your career opportunity is worth their investment.

ASB Resources – Your Executive Search Specialists

Executive search is a specialized niche in ASB Resources’ areas of expertise. We work with you to define the role, develop the job description and conduct the executive search that will produce top leadership talent to take your business to the next level. Contact our executive search specialists to learn more.


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