Want Top Talent? Start with Clear Intent.

Posted by Reed Flesher

When it comes to pursuing top talent, the importance of clarity and intent cannot be overstated. Starting from the job description and all the way to your overarching talent management strategy, it is a recruiter or HR decision maker’s job to ensure that every aspect of their organization’s hiring process provides clarity about expectations and operates from a place of intention that drives the bottom line.

Having the best talent directly correlates to better business outcomes, so if you are looking to hire top talent in your field, you will want to follow these best practices to attract and retain them.

Job Descriptions with Clear Intent

If publicly searchable job postings are a key part of your recruitment strategy, you need to ensure that they are working to your best interest. Avoid using jargon and colorful language in favor of descriptions that are short, sweet, and use searchable keywords that are easy to candidates to find. Skimmable content, with plenty of subheads and bullet points is best.

When it comes to selling your brand, talk about the benefits of employment in clear terms and state the value that your company brings to your industry and your employee. Be sure to mention things that can entice employees, such as competitive compensation, generous benefits, and other perks that attract top talent.

Here are a few tips for crafting a compelling job description:

  • Use Titles to Your Advantage: Job postings are not just a description of a role. They should act almost as a point of sale, and this starts with the title. Avoid buzzy and jargony language like “data ninja” in favor of something serious candidates will search for, like “analyst”, and include the location of the role right in the title (i.e., NYC, CT, LA, etc.).
  • Focus on their Experience: Words like “requirements” and “responsibilities” speak to employers, but not employees. Instead, use language that would appeal to a job-seeker that describes what they will get out of the role and includes details such as what they will learn, accomplish, and how they will grow with your company.
  • Be Concise: Your best bet is to keep your job postings under 700 words, preferably 500 if you can swing it. A job posting’s purpose is not to be an exhaustive list of everything the job entails, but more to sell the “sizzle” of the role and compel qualified talent to apply.

Be Mindful of the Candidate Experience

Beyond the job posting, there is still much you can do to ensure that you are attracting the best candidates for your open positions. Once candidates reply to your posting with resumes or applications, it falls upon you to orchestrate a positive candidate experience. How?

One of the best ways to ensure that candidates enjoy their interactions with your company is to maintain an open line of communication through every step of the hiring process. Your communications should be intentional at every touchpoint, providing something of value to the candidate. This shows your interest in the candidate and gives the candidate a glimpse into your organization’s culture and priorities.

A good talent management solution can help you automate this process to ensure that no qualified candidate is left behind. Even for candidates that are not hired for a particular position, a talent management solution should help you to keep qualified candidates “warm,” thereby cultivating a strong pipeline of talent to help you meet future needs for your organization.

Want to leave generic recruiting in the past and attract top talent to your organization? Contact Thrive TRM today to schedule a demo and learn why our best-in-class dashboard is helping top companies build healthy talent pipelines that grow their bottom line. Read our success stories and see how our full suite of innovative solutions can start making a difference in your organization today.

Ideal Candidate Persona Template