With so much competition in the hiring world, it's absolutely necessary to make your manufacturing company's job descriptions stand out to job seekers. You want to grab their attention, but not intimidate them; you want to inform them, but not bore them. Here are four ways to do just that by making your job descriptions really pop.
1) Craft a precise job title
The first step in creating a job description is to choose a title for the role — and that task is deceptively simple. In truth, job titles can be tricky because they need to be clear, concise and attention-grabbing all at once. Although it may be tempting to use terms like "production supervisor and part-time genius" or "manufacturing manager extraordinaire" to motivate job seekers, this type of language can actually hurt your chances of reaching applicants, according to CIO.
Remember, you want your job title to be interesting, but not so niche that job seekers might miss it by using other search terms. Just keep job titles accurate and informative, and let your job description do the rest.
2) Make sure your company's culture comes through
A manufacturing job description shouldn't just be a bulleted list of facts. Sure, it should get its point across — but it's also an opportunity to give job seekers a peek at your brand's unique culture.
For example, if you're hiring for a specific team, let that team's voice shine through in task descriptions or responsibility summaries. This helps potential employees see your culture and how they might fit into it — and, in turn, it makes your job descriptions stand out from the crowd by showcasing personality, style and creativity.
3) Include the details, but don't write too much
Depending on the manufacturing role you're hiring for, you may have a lot of information to include — but don't feel like you have to write down every little detail. Remember, some things — like specific responsibilities or the details of your healthcare coverage — can be communicated in phone screenings or interviews.
Instead, focus on communicating the role's essential functions — a step that, according to SHRM, will improve accessibility and simplify accommodation requests. This will help potential employees decide whether they're a good fit for the role without losing their attention to another job posting in the meantime.
4) Include a "wish list"
Job seekers expect to see required education and experience listed in a job description, but they might be inspired if you choose to include preferred qualifications as well. For example, if you say you'd prefer applicants with managerial experience, you don't run the risk of intimidating those without it. But you do show more qualified applicants that they'll have a leg up in your screening and hiring process.
A "wish list" also gives you the opportunity to clarify your priorities. If qualifications are weighted differently in your consideration process — for example, if experience is an absolute must, but you would consider hiring an applicant with less education — you can effectively communicate that rather than limiting yourself to an "all or nothing" approach.