April 15, 2023
When you Google the term "jd templates" or "job description template", it shows about 243 million results.
The Internet has millions of templates to help recruiters with job descriptions. But do they help?
So, templates are worth recruiters' time and give them an edge while creating JDs. However, provided that they are so valuable, recruiters cannot exploit and extract true value from them. They have to redraft the entire thing again with wasted resources and time.
Today's blog will look at how you can use JD templates and create exceptional job postings. This will help to attract the right kind of talent and top candidates. Let us start with the job description and why you must leverage templates instead of drafting them from scratch.
We see job descriptions everywhere when the hiring process is in place. Job descriptions are valuable to the company and hiring, be it job postings or reaching out to candidates.
But, what are the job descriptions and examples?
IMAGE: an image with the text: "Just as the name suggests, a job description is a description about the job!"
A job description is a document or a summary of all the required relevant information about the job vacancy. It includes a brief company introduction, job role, responsibilities, qualifications, salary, and perks, etc. In a nutshell, it provides complete detail about the job role for which the vacancy arises to set clear expectations for employers and candidates.
Example: Amazon posted a job description for the SDE role.
This job description specifies the job details and gives an overview of what the candidate can expect when she/he joins the organization. It elaborates on the essential and preferred qualifications along with basic company information. It also shares the job role in a storytelling format.
Ps:- The 'Related Jobs' section stands out as it helps the applicants to apply for the most appropriate job position.
Do you want to read more job descriptions with an innovative touch to attract top talent? Read about top JD examples (case study plus templates available).
Recruiters must make job descriptions comprehensive and concise with all the details specified, setting clear expectations for the applicants.
But, What is in the job description?
A job description must be specific and concise and include all the information to give applicants a clear picture of the job role. Recruiters can focus on the following aspects while drafting a job description:
One must not include all the sections, but it is advisable to mention all the relevant details to get an ideal candidate. Moreover, this reduces the chances of unqualified applicants, making the hiring process fast.
With this discussion, we can conclude that job descriptions are critical to hiring success. Is it a good choice to depend on job description templates? Won't they be inefficient and hamper the hiring process?
IMAGE: A visual summarising the points:
Job description templates can be an aid to recruiters when drafting job descriptions. They are not a one-done solution, but they give a head start when making JDs for job postings. But how do they help?
Hence, templates are popular amongst recruiters to prepare job descriptions for job postings. Also, one thing to notice is that job descriptions are not restricted to job board postings only. Recruiters also share them during the outbound recruitment and use them to share information about the job opening.
But that raises a question: Can recruiters solely rely on one job description template?
Each job description caters to a specific job role to provide accurate information. The job of marketing manager and SDE is not the same, then how can we expect to work with the same JD template for both roles?
The content writer's core job is to create content, while the core job of a coder is to write codes. How can these two people have the same job description template?
A job description template is not a skeleton that would specify the sections to include. Rather it is like a rough first draft that recruiters edit and modify according to their requirements.
IMAGE: JD parts to be edited:
For each job description template, recruiters must edit the role title, job role summary, responsibilities, qualifications, perks, and benefits. Generally, each template provides this information, but the recruiter must align this to their hiring needs.
For instance, a template might specify that a product marketing manager has to work with the marketing and product team for product success. But your company needs them to focus on a marketing effort to communicate product specifications. Hence, job descriptions must be modified based on business needs and match specific job roles.
But, Why is it critical to edit and modify the job description templates?
Job descriptions must match specific job roles to ensure you hire the best candidate and provide them with the best experience. But how do you use the templates correctly to attract the right candidate for your company?
You don't just take these templates and post them with minor changes. You must modify them to leverage them and attract the right candidate. Let us learn how!
IMAGE: a visual summarising points: "Making Exceptional Job Descriptions With Templates"
Finding a suitable template is not the end job. A recruiter has to spend more time modifying the template each time a job vacancy arises. This will include making changes that align the job description with the job requirement.
So, how do you modify and edit?
Creating a remarkable job description requires a clear understanding of the business needs and job role requirements. If the recruiter doesn't have clarity about the same, the job description will not set realistic expectations. This will result in poor candidate experience and hiring failure. Below are the top 10 practices for hiring success and correctly leveraging templates.
The first step to hiring success is finding templates and drafting the perfect job description. But having to search and maintain many templates and job descriptions can be tedious. Do you want to spend hours drafting and sending job descriptions to the relevant candidate?
Need a solution to source and manage job descriptions in one place?
NurtureBox can be your end-to-end solution for hiring success that will automate the job description distribution. Especially, if your company relies on outbound recruitment, you know the struggle of personalizing and sharing JDs with the candidates.
NurtureBox is a talent engagement platform that helps you source and engage with your ideal candidate on multiple platforms. It also provides the automation option for job descriptions to share with desired candidates in a few clicks. You will no longer spend hours preparing and sending JDs to qualified candidates.
Scaling your hiring reach and automating job descriptions becomes easier with NurtureBox!
Job description templates mean drafting exceptional JDs that set clear expectations, attract the right candidate, and promote a positive company image! All you need is to edit them as per your hiring needs to boost your hiring pace.
Do you want an easy tool to add, edit, manage, and share job descriptions?
Your search ends at NurtureBox!
NurtureBox provides a job description automation option to edit the existing templates or add a new job description. This tool integrates with your existing HR tech stack, making sharing job descriptions easier. You can create a dedicated landing page with all the job descriptions or share job descriptions on desired social media platforms directly.
So, you can create and manage your job descriptions easily and get all the information right into your tech stack without going back and forth. Download our plugin today and make hiring easy!
Amidst today’s noisy digital world, brands find it challenging to create meaningful connections with their customer base and target audience. Getting the target consumer’s attention and persuading them to buy from you gets even trickier. Hence, content marketing has become more crucial than ever for brands to attract, educate, and retain customers.
Content creation is a top priority for 80% of marketers, and there is no reason it shouldn’t be. Consistent, high-quality, and engaging content impacts your audience’s decisions through education and persuasion.
Depending on your business goals and requirements, the role of Content Marketers you hire will vary. The primary responsibilities revolve around forming consistent brand messaging and deciding upon a unique and identifiable voice, style, and pitch across various distribution channels.
From raising brand awareness to attracting a relevant audience to your website, boosting social media presence and engagement, generating leads, and building brand loyalty – content marketing drives all the growth efforts for your brand. When done effectively, it can help you:
While content marketing is a broad role with numerous areas of expertise involved, it’s vital to thoroughly understand your company’s current marketing goals and the related requirements. In this blog, we will dive deep into the step-by-step approach to hiring a Content Marketer.
A Content Marketer must be deeply passionate about telling your brand’s story to the world. The objective is to educate and nurture the target audience to establish brand authority using thought-leadership and drive more people to buy from you.
As a candidate is expected to be a mediator between the brand and the target audience, they are primarily responsible for planning, creating, and sharing valuable content to grow their company’s awareness and engagement to bring more business.
To be more specific, the role of a Content Marketer requires a perfect blend of creativity and attention to detail in an individual. It’s a balancing role, as they need to ensure creating content that resonates and strengthens business relationships, using strategies that position your business as authentic and problem-solving.
Take a look at the core responsibilities of a Content Marketer that most businesses expect them to take over:
While the practices discussed above are primary responsibilities of a Content Marketer, they also need to be proactive with
Content marketing has become the key to driving growth for businesses. Unlike a few years ago, it’s not possible now to get away with a one-person team for content marketing. You need deeply trained individuals for specialist roles.
Let’s now dive into the step-by-step approach of hiring a Content Marketer. But before you even source your first candidate, you should have a clear expectation of the skillset and experience to look out for top content marketing candidates.
Apart from having relevant industry experience, a good Content Marketer must possess the following skills.
A Content Marketer’s prior skillset should be writing excellent attention-grabbing content. From long-form blog posts to website copy, ad copies, social media content, video scripts, emails, newsletters, e-books, whitepapers, and more – a Content Marketer should be able to adapt to the business’s specific requirements and create quality content.
Identifying user behavior is vital for framing the story in the right direction. So a Content Marketer must know how to identify and analyze the needs and pain points to develop a buyer persona. User research can be performed through social listening, relevant communities, in-person calls with customers, analyzing sales call recordings, and more.
Creating valuable thought-leadership content isn’t enough. Researching the right set of keywords is an essential skill to further educate your target audience on the Whys, Hows and Whats of your business, and have your website rank on Google.
Content that’s not backed by relevant data points does not build enough trust. Experienced content marketing professionals would always prefer data over hollow claims. No doubt that only data doesn’t help a content piece succeed, but it’s essential..
A Content Marketer is also expected to break down and analyze the pain points to turn keyword research into content ideas. So a professional must be able to identify and solve content gaps.
Further, they must know how to create a content calendar, decide the different types of content, and choose relevant platforms to publish and schedule marketing campaigns.
Creating a valuable content piece, for example - an ebook, isn’t enough. Your content marketing team needs to promote it proactively for bringing enough attention and engagement.
Setting up goals and plans is one thing, but continuously executing, measuring, and analyzing content performance is another. A Content Marketer should always be monitoring key performance parameters to figure out the upcoming plans with the necessary updates required.
Not to forget - stakeholders and marketing heads need the performance reports regularly. So Content Marketers must be able to collect and comprehend all the data to make it worth presenting.
Let’s sort out the priorities first, and decide the type of content marketing candidates you want to recruit. From exceptional research skills to storytelling, communication skills, relationship building, audience engagement, and more capabilities must be comprehensively considered. Identify and break down the skill requirements for Content Marketers:
Forming a candidate persona by answering all these questions would ensure you are not shooting in the dark while sourcing candidates. Further, it helps you determine the traits of the ideal candidate, and plan your sourcing and recruitment strategy further.
Next step is determining your role requirements suiting primarily to organizational needs and business goals. A content marketing professional is expected to own the entire content strategy, creation, and distribution. But what about your business’s unique requirements?
You might need someone comfortable with frequently creating long-form content pieces like blogs, ebooks, or whitepapers, or creating engaging video content based on your industry trends.
Talk to various relevant stakeholders for seeking the complete detailed company requirements for the role.
Before you enter the recruitment funnel, outline your talent acquisition process. Identify various strategies, channels, and other informational insights you would need – and maintain a collaborative document.
As you update the tactics and tweak your recruitment process for meeting hiring requirements optimally – keep your document up to date.
Once you have finalized the role requirements with respect to your current content marketing goals and team, you can start sourcing candidates. Preparing the job description is the first task you’ll need to do.
Here are the necessary components you must have in your job description:
The job of a Content Marketer is to perform competitor research, create user persona, and write plagiarism-free content for blog articles, social media, and the company website. They need to stay updated on the latest SEO techniques.
Once you have the tailored job description in hand, it’s now time to do the groundwork and source candidates. Create an attractive job post to promote your job across job boards and social channels.
Prepare an impactful job post and also execute paid job ad campaigns if required. The next step would be promoting your jobs on various job boards and hiring platforms. You can leverage the following platforms for hiring Content Marketers:
Not to forget - almost 3/4th of the workforce includes passive candidates, so you cannot miss out on passive talent sourcing as well. Reach out to qualified candidates on communities, LinkedIn, Twitter, and even Facebook to offer them suitable opportunities.
Once you have filtered candidates based on their experience and skills listed on their profile, it’s time to evaluate them deeply. Ask them to create a content strategy for your website, along with a value-adding content piece like a small blog. The topic of the article must fall within the scope of the strategy.
Interview the candidates whose profiles got shortlisted. Keep in mind the parameters covering skills, relevant experience, and personality traits of candidates.
Reach out to selected Content Marketers and communicate about the compensation.
Further, extend your offer letter to all the candidates who have been selected. In the case of passive sourcing, extend to only those who were aligned with you on the compensation and are willing to move forward.
Ensure having a deadline for the joining date and mention the necessary documents required by your recruiting team.
Inbound candidate sourcing doesn’t work effectively anymore. Do you also find challenges in closing quality candidates through job posts even after spending on ads?
Don’t worry, passive candidate sourcing can be an optimal solution for hiring top content marketing candidates.
Nurturebox is a one-stop talent sourcing and engagement platform which is powered by automation. Here’s how you can source product managers from LinkedIn using Nurturebox: