A Marketers Approach to Writing Job Descriptions

A Marketers Approach to Writing Job Descriptions

Job descriptions are usually the first interaction a potential employee has with a company. It can set the tone for a candidate’s perception of a company but many times its an afterthought. When writing job descriptions, you have to ask yourself, does it reflect your brand and company culture? Most job postings you read are quite frankly boring and overly formal. Yes, you have to list the basics like job requirements and duties but are you striking an emotional code with the reader? Here are a few tips from a marketing perspective for writing job descriptions.

Choose the right title for the job

A job title is like the subject line of an email; if you use the wrong title, no one will bother opening it. A job title is also how someone will identify themselves both internally within the company and socially with their peers. Just think of the last social event you went to with people you haven’t meet. Many times, what do you do for a living is the best question people will ask someone.

Titles should be concise, easy to understand without corporate speak. Titles like “Entry Level HW Computer Technician/System Services-Rep” (as seen on IBM) or “Security Engineer Level III “ are filled with corporate speak. Terms like “level III” might mean something to your company internally but mean zero to someone looking from the outside. You can always give more clarity within the job description. Also tells the relative seniority consistently through all job titles to make it clear where the role fits in your organization. Try and use the least amount of words possible when picking a job title.

Give people an idea about a jobs day-to-day activity

Be open and provide enough information on what a person is expected to be doing within a role. Let them know about projects they will participate in, the team they are working with and talk about the company culture. Try and paint a picture for people on what they will be doing on a given day, even if every day is expected to be different. Job activities vary as much as personalities do, the ideal candidate it a perfect match between the two. You can use a short paragraph to tell a short story to help people envision themselves in a role.

Explain the company culture and environment

One of my first jobs in tech was with a food broker, even though my role was technical, the environment and culture were very different from most white-collar positions. We had areas in the buildings with forklifts and semis driving in. The atmosphere was a dynamic blend of people from different cultures and backgrounds. Highlight what makes your company unique, and somewhere people would want to work. Is your office quiet or a loud manufacturing plant? Are you more likely to have a company outing to a sporting event or Comic-Con? Most companies like to cover these topics on a website career page but remember, many times jobs are posted outside of your website, so touch on your culture.

Layout your “must-have” skills

Now, once you got them interested in your job listing, got them excited about the job and your culture, it’s now time to make sure they are qualified. Make this section easy to scan by using bullet points. They should figure out in seconds if they are eligible.  Begin by listing out your “required skills” for the position. This can include experience, licenses, education, training, skills, and achievements. Follow up this section with “preferred skills,” those nice to have that isn’t mandatory. This will give people an idea if they are providing anything unique to the table.

“I don’t even have any good skills. You know like nunchuck skills, bow hunting skills, computer hacking skills. Girls only want boyfriends who have great skills!”  

                          – Napoleon Dynamite

Money isn’t everything

78% of workers base their acceptance or rejection of a job offer in part on the benefits package. The job market for many positions is hyper-competitive, and people want no only a good culture but great benefits as well. Of course, you need to offer excellent health, dental, and vision insurance, and the HealthJoy app would be the cherry on the cake.

You also need other benefits that employees crave, the 2nd biggest being flexibility and improve work-life balance. When posting your job, make sure to list your best job perks. These can even include glimpses of a fun job culture like company-sponsored happy hours, snacks and free lunches.

Watch what you say when writing job descriptions

Words matter, if you can access the help of a professional copywriter, do so. If your company is smaller, seek help from a freelancer. Nail down a compelling template that sets the tone you want to present. Your tonality should match your culture. You can also try automated tools like Textio.com, which tells you how effective your writing will be at recruiting and avoid pitfalls like gender leaning words.

HealthJoy is hiring! View our open positions (and examples of our job description style!) here

How To Welcome A New Employee To The Team

How To Welcome A New Employee To The Team

Starting a new job is overwhelming to say the least. In your own experience, you may recall facing a whirlwind of paperwork, instructions, and introductions to new faces. A new hire’s first day of work sets the tone for their entire tenure with a company. Notably, those who report a positive onboarding experience have higher rates of employee retention, productivity, and engagement throughout their employee lifecycle. This means early impressions matter a lot, and having a solid onboarding strategy will pay dividends. Here are some tried and true ways to welcome a new employee and get excited about their new role from day one.

Designate a welcome team

Walking into a room full of unfamiliar faces can be intimidating, but it doesn’t have to be. Creating a welcome team as an internal initiative can make the process of diving into a new environment much easier for recent hires. Concerning team responsibilities, small gestures can go a long way. Make sure someone is ready to greet the new employee at the door, lead them to their desk space, and give a tour of the office. It’s also important to have their workstation established in advanced and fully stocked with the tools they’ll need to do their work. Throughout the day, the team should remain proactive in helping the new hire adjust to office life, perhaps striking up conversations or answering questions to help them feel as comfortable and welcome as possible.

Let everyone know they are coming

You should publicize a new hire’s arrival within the company on their first day. Whether it be over your company’s messaging platform, the PA system, or email, a company-wide announcement will guarantee that everyone gets the memo. A welcome message doesn’t need to be complicated– a simple statement including their name, role, department, and perhaps a fun fact or two is plenty of information for company members to spark a conversation with their newest co-worker.

Create a visual reminder

While verbal or written announcements can help build awareness of a new employee’s presence, a single visual reminder is worth a thousand words. The recent trend of tying balloons to a new employee’s desk or chair is a powerful way to make them feel welcome and special, but also easily identifiable to coworkers who are eager to greet them. The gesture is the perfect way to send the message that the arrival of each new employee to a company is something to celebrate.

Less paperwork, more on-the-job training

Ideally, onboarding paperwork should be emailed to new employees and completed before their first day. Companies today are leveraging technology to offer onboarding portals, welcome emails, and engaging video tours to new employees before they even set foot in the office. These virtual tools have become a powerful way to give employees a taste of the company’s values, culture, and history.

By taking care of the administrative details beforehand, new employees can spend their time in the office engaged in more valuable activities, like training and face-time with coworkers. Simple tasks, setting up email accounts or using Slack, can require more instruction than a seasoned user might realize.

Depending on the size of the company, the new hire’s direct manager might be responsible for showing the new employee how to master the various tools and technologies their job requires. Otherwise, you should assign a veteran employee within the company as a mentor for the new hire. As a point-person, mentors can also be helpful for advising on things to do in the area or tips on how to commute between places, which are invaluable to employees who have recently relocated for the job.

Take them out to lunch

Lunch is an excellent time for managers to get to know new employees and gain a sense of what motivates them, what their goals are, and how to help them best succeed in their new role. On the flip side, new employees will also benefit from the valuable one-on-one time during which they can draw inspiration from their manager’s career path, history, experiences, and wisdom. Besides, lunch can be a great space to help fill in gaps in a new hire’s knowledge. This might include crucial insight into team dynamics, workplace culture, or new company developments. No matter what the topic of conversation is, going out to lunch with a new employee will get the ball rolling on building rapport that will spark employee engagement and productivity in the long run.

Provide a first-day agenda

Faced with a bunch of new tasks, a to-do list or agenda can help guide new employees through the storm. Listing essential agenda items, organized by category (administrative, training, meetings, personal, etc.) can help the new employee know what to focus on despite having many tasks vying for their attention at once. A more detailed first-day schedule might include chunks of time devoted to the activities outlined above, including a lunch break with the manager or time spent for introductions around the office.

Welcome a new employee with a little gift

Employee welcome packages, also known as “onboarding kits,” are a game-changer for onboarding efforts. These kits often include some company-branded gear, like t-shirts and mugs, a handwritten-note, various gadgets, and other office essentials. These welcome gifts guarantee that employees feel appreciated from the moment they sit at their new desk.

What’s more, welcome gifts can be practical for building a company’s internal brand. Based on the ethos of the kit, employees will gain insight into the company’s overarching culture and core values. Whether the company is sleek and refined, quirky and eccentric, or artsy and creative, a welcome gift is a perfect canvas for a company to show off its personality to newcomers. The collection of different items, guides, and tools represent what the company is all about. This isn’t to mention the benefits to employee engagement that come with receiving a gift. The relatively small gesture of providing a welcome kit can boost an employees enthusiasm and excitement for joining the team and lays the foundations for them to become champions of company culture over time.

Final Thoughts

The purpose of the onboarding period is not just bringing new employees onboard the company administratively, but helping them get on board with the company’s values and goals. The right mix of welcome activities, mentorship, and recognition can be enough to set employees on a path to becoming the next great advocate for your company’s culture and mission. All employees deserve a chance at a work-life that is personally and professionally fulfilling, and companies can achieve this through the impression they make on their people beginning on day one.

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