Looking for a new job can be exciting and hopeful, but also incredibly frustrating when the inevitable happens – you don’t get the job. It will happen multiple times in any job search, and the longer you look, the more rejections you’ll get before you finally find the right one and are hired. Dealing with the emotional side of job rejection can be very challenging and there is lots of advice out there. Some of it focuses on recognizing if there are things you can do differently next time: does your resume need work or do you need to work on your interviewing skills? Some advice is practical and suggests getting outdoors or exercising, or seeking support by talking to friends or other job seekers.Read More
Finding the right person for the job is a challenge. You only need to try and fill one open position to find that out! It’s a process that is a both a bit of an art and a science. It’s hard to attract people with the skills you really need, interview effectively, impress the best candidates appropriately, make a competitive offer, etc. – and things can get bogged down or go awry at any stage. You want to do everything you can to ensure you get it all right so you can maximize your odds of hiring a really great employee.
Start with the job description. It’s one of the first things that will impact a potential candidate. It’s how you get them in and it’s the first way they begin to learn about your firm. There’s an art to writing a good one but following a few basic best practices in this area can really help, including:
- Be clear, clean and concise in your writing, and try to avoid too much jargon and boilerplate language. The job description is one way that a candidate begins to experience the culture and personality of your company, so don’t turn people off with stilted writing.
- Be reasonable in listing minimum or “must have” skills so that you don’t needlessly weed out talented individuals with the capacity to learn.
- Convey excitement. Give the person a chance to see how their work would make a difference, be interesting, and rewarding for them in ways beyond salary and benefits. These are important to people, especially top performers who have their choice of offers.