April 4, 2023
Still, relying on basic boring job description templates and expecting to attract top candidates?
Job descriptions mean the candidate’s first impression of the company. It is not just a description with relevant job information. Rather, it is a company's chance to reflect on its culture, work values, working environment, and other critical details that will attract qualified candidates. Yet recruiters rely on the first template available on the internet for the same.
Can an internet template help you create exceptional job descriptions?
Be it 10 years ago or even today, the basic aim of a job description is to convey the job role, responsibilities, qualifications, etc., of the job vacancy. What changed over the period was the availability of tools, AI, and interactive templates, that help to scale the process. But what do they still lack?
Creativity and Personalization!
The typical structure of job descriptions, which provides no details on the corporate culture or the prospect for advancement in the position, may turn off potential candidates. Also, it might be difficult for candidates to comprehend the job requirements when job descriptions contain overly formal, industry-specific, or jargon-heavy language.
Conventional job descriptions also strongly emphasize the position's regular duties and tasks, leaving out the soft talents and other intangible qualities crucial for successful recruiting. Also, they may use biased language, focus primarily on specific educational or professional credentials, and fail to emphasize the company's dedication to creating an inclusive workplace environment.
Thus, today we'll look at the top 5 job descriptions that helped employers captivate thousands of candidates and talk about what makes them special. We will also provide templates that you may use to find and hire your next potential applicant.
A great job description (JD) is unambiguous, concise, and engaging!
An exceptional job description must:
Here are 5 examples of good job descriptions that you look for inspiration. These helped the employer attract thousands of qualified applicants and stood out.
Close is a platform for sales automation. Their job descriptions highlight the company's emphasis on transparency and enduring development. They also provide details about the company's beliefs and culture. The following are some specific ways that software engineers will find Close's job descriptions appealing:
The job descriptions at Close give a complete picture of the company's beliefs, culture, and prospects for advancement. Software developers can use this to assess whether Close is suitable for them and what to expect from the team.
GitLab is a DevOps lifecycle tool and a web-based Git repository manager. The job description for the Client Success Manager position at GitLab is equally thorough and instructive. The primary obligations and prerequisites for the position are also described in the job description. The following are some specific ways that customer success managers will find GitLab’s job descriptions appealing:
Overall, GitLab's job descriptions for customer success manager jobs show their dedication to openness and teamwork while also painting a clear picture of the abilities and traits they seek in applicants. GitLab's culture and ideals can help recruit competent individuals with this depth and transparency.
InVision is a platform for digital product design. Their job descriptions strongly emphasize the candidate's potential impact on the business and the product. The job description acknowledges InVision's initiatives to foster a diverse workplace and calls for applicants who uphold such principles. The following are some specific ways that finance managers will find InVision’s job descriptions appealing:
Overall, InVision's job descriptions generally place a strong emphasis on the candidate's potential effect on the business and its product. Those enthusiastic about their work and dedicated to helping the business flourish are sought.
Airtable is a cloud-based software firm that offers a collaborative data creation and management platform. The company's strategy is applied to the GTM Training & Enablement Manager job description at Airtable. The position's crucial influence on the company's expansion, clientele, and corporate culture is highlighted in the job description. The following are some specific ways that Training & Enablement Manager will find Airtable’s job descriptions appealing:
The GTM Training & Enablement Manager job description on Airtable is generally well-written, emphasizing the role's importance, the necessary qualifications, and the company's culture and values. This strategy will draw talented individuals that share the company's mission and values and are eager to contribute to their position.
Writing a strong job description can be difficult, especially if you don't know where to begin. Fortunately, some excellent job description templates may assist you in creating effective job posts.
We'll look at three examples of effective job descriptions to help you entice top candidates. You can choose a template that suits your business requirements among the various sectors and roles covered. Using these templates as a starting point, you can save time and ensure that your job posts are clear, concise, and appealing to job seekers.
Title: Human Resources Manager - Develop a High-Performance Workforce
Location: [insert location]
Job Type: Full-time
Reports To: [insert job title]
We are seeking an energetic and experienced Human Resources Manager to join our team and oversee our HR department. You will establish and implement HR strategies, policies, and procedures to support our business goals, build a good and inclusive work environment, and attract and retain top people in this role. We invite you to apply if you have a passion for human resources, strong leadership abilities, and a desire to establish a high-performing workforce.
Why You Should Join Us:
As a Human Resource Manager at our organization, you will have the chance to have a big impact on our business by ensuring that we have the proper people, policies, and procedures to achieve our objectives. We provide a competitive compensation and benefits package, a good and supportive work environment, and possibilities for professional development and progress. If you are an experienced HR professional searching for a challenging and fulfilling job, we welcome you to apply and join our team.
Title: Graphic Designer for an E-Commerce Company
Our growing e-commerce store seeks a talented Graphic Designer to join our team. You will be in charge of designing visually amazing graphics and designs that promote our brand and products, attract traffic, and improve sales in this role. You will collaborate directly with our marketing and product teams to create and implement engaging, inventive, and competitive design concepts. We encourage you to apply if you are a creative and motivated graphic designer with love for e-commerce and digital marketing.
Why should you join us:
As our Graphic Designer, you will have the opportunity to work with a creative and dedicated team while helping to drive the success of our e-commerce shop. You will be given creative freedom to create novel and competitive designs, work with other departments, and positively impact our business. We provide competitive pay, extensive benefits, and a friendly and inclusive work atmosphere. We encourage you to apply if you are a creative and driven graphic designer searching for a difficult and rewarding career.
Job Title: Product Manager
We are searching for an experienced Product Manager to join our team and manage the development of our product roadmap. You will oversee the whole product lifecycle, from conception to launch, in this capacity. You will collaborate closely with our development and design teams to ensure that our products fulfill customers' expectations and generate business success.
Why You Should Join Us:
You can lead the creation of unique and impactful products that will drive growth for our company as our Product Manager. To bring our goods to market, you will collaborate with a creative and collaborative team of professionals that includes developers, designers, and marketers. We provide a flexible work environment and a competitive remuneration plan that includes complete benefits and a performance-based bonus structure. Join us and become a member of a dynamic and exciting team dedicated to excellence and innovation.
A solid job description is more than a list of qualifications and duties!
A job description is a tool for attracting top people, setting expectations, and communicating the values and culture of an organization. When done correctly, a strong job description may lead to an efficient hiring process, higher employee engagement and retention, and, ultimately, hiring success. Every organization that wants to develop a strong team and compete successfully in today's competitive employment market must put time and attention into writing effective job descriptions.
Are you looking for a simple way to organize and draft job descriptions?
Look no further than NurtureBox!
NurtureBox, with our job description automation feature, enables you to change current templates or generate new job descriptions. We make it simple to share your job descriptions on your preferred social media sites or establish a dedicated landing page with all your job descriptions in one location by integrating them with your existing HR tech stack.
With NurtureBox, you can streamline the hiring process and keep your job application information in one place. Get rid of the headache of maintaining various platforms and tools by downloading our plugin today and experiencing the difference!
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: