Recruitment is no longer a passive activity and active job seekers as well as passive candidates need to be attracted to new roles. While there are many challenges associated with recruitment in this competitive talent environment, developing compelling position descriptions are the first step in refining processes for the continuous recruitment of talented professionals.

1. Adapting
Position
Descriptions
to
Today’s
Recruitment
Strategies
t
is
a
basic
fact
that
the
continuous
recruitment
of
talented
professionals
is
necessary
for
sustained
success
and
competitive
advantage.
As
such,
it
is
one
of
the
biggest
challenges
facing
organizations
today.
This
responsibility
is
one
of
the
many
that
fall
upon
the
shoulders
of
human
resources
executives
and
hiring
managers.
In
this
competitive
and
quickly
changing
talent
environment,
these
individuals
are
expected
to
be
more
strategic
and
proactive
in
their
roles,
making
recruitment
processes
as
progressive
as
possible.
While
many
initiatives
have
been
supported
by
the
Internet
and
technology,
position
descriptions
remain
as
one
aspect
of
recruitment
that
has
not
adapted
to
today’s
strategies.
Developing
a
strong
position
description
[PD]
is
the
most
fundamental
element
of
any
recruitment
process,
from
which
all
else
follows
including
candidate
identification,
assessment,
recruitment,
and
selection;
and
it
extends
to
when
a
selected
candidate
comes
on
board.
The
bottom
line
is
that,
if
a
PD
is
not
written
accurately
and
effectively,
the
entire
recruitment
process
will
be
unsuccessful.
Recruitment
is
no
longer
a
passive
activity
and
active
job
seekers
and
passive
candidates
are
technologically
savvy
individuals
who
need
to
be
attracted
to
new
roles.
Therefore,
a
traditional
PD
that
simply
outlines
a
role’s
responsibilities,
minimum
qualifications,
and
general
skill
sets
no
longer
fits
the
bill.
While
it
is
understood
that
a
PD
needs
to
function
appropriately
within
an
organization’s
structure,
its
first
intention
is
to
attract
qualified
candidates.
Therefore,
much
consideration
needs
to
go
into
understanding
a
role’s
purpose
and
objectives,
before
you
can
begin
to
present
those
through
a
PD.
On
the
following
pages,
we
discuss
the
four
essential
elements
of
a
PD,
along
with
a
checklist
and
tips
for
developing
and
leveraging
recruitment
ads.
While
there
are
many
challenges
associated
with
recruitment
in
this
economic
climate,
developing
compelling
PDs
are
the
first
step
in
refining
processes
for
long-­‐term
success
in
hiring
highly
qualified
professionals.
I
Position descriptions
that simply outline
duties and
responsibilities,
minimum qualifications,
and general skill sets do
not support today’s
strategic and proactive
recruitment strategies.

2. Spring 2013 NavigatorAdapting Position Descriptions to Today’s Recruitment Strategies !
If
you
want
to
attract
high
performing
candidates,
start
by
defining
the
role’s
challenges
and
success
factors.
After
all,
you
aren’t
looking
to
attract
individuals
who
are
only
interested
in
fulfilling
the
position’s
responsibilities.
Before
even
developing
a
PD,
create
a
list
of
the
role’s
short-­‐
and
long-­‐term
objectives
by
considering
what
the
selected
candidate
would
need
to
achieve
to
be
considered
successful
and
valuable.
Write
the
PD
based
on
those.
The role’s short- + long-term
objectives
Candidates
who
truly
care
about
their
careers
and
professional
development
want
to
know
how
a
role
fits
into
an
organization’s
structure.
They
want
to
play
a
part
in
a
company’s
success.
By
showing
candidates
where
they
would
fit
in
to
the
‘big
picture’,
you
illustrate
the
real
purpose
and
significance
of
the
role.
The role’s function within
your organizational structure
Experienced
professionals
know
the
impact
that
an
organization’s
culture
and
work
environment
can
have
upon
their
engagement,
productivity
and
success.
Therefore,
they
want
to
understand
a
company’s
culture
before
they
explore
a
role.
They
want
to
know
what
it
is
like
to
work
at
an
organization,
consider
if
they
feel
like
they
belong
there,
and
if
they
will
have
an
opportunity
to
work
with
employees
who
have
similar
views
and
work
ethics.
Description of your
organization’s culture
and mission
By
outlining
the
minimum
qualifications
and
preferred
qualifications
of
a
role,
you
expand
your
talent
pool
in
two
ways.
One,
you
capture
the
attention
of
candidates
who
may
currently
only
have
the
minimum
qualifications
but
who
have
the
potential
to
grow
into
the
position
and
expand
their
capabilities.
Two,
you
capture
the
attention
of
those
candidates
who
have
the
preferred
qualifications
who
can
add
immediate
value.
Minimum qualifications
and preferred qualifications
listed separately
To attract today’s candidates, there are four
essential elements of a position description

3. Spring 2013 NavigatorAdapting Position Descriptions to Today’s Recruitment Strategies
Checklist for recruitment ads
✓ Advertised where the candidates are.
Consider
the
web
sites
and
publications
that
attract
readers
who
may
be
qualified
candidates
such
as
industry
news
periodicals,
associations,
and
other
organizations
that
specialize
in
your
sector
or
in
the
function
of
the
role.
At
the
same
time,
keep
in
mind
that
you
never
really
know
where
your
next
employee
will
come
from.
Therefore,
take
advantage
of
the
power
of
social
media
and
be
sure
to
post
your
ad
on
Facebook,
Google+,
Twitter,
and
other
popular
sites.
✓ Reads as concise as possible with an appealing
and descriptive ad title.
Your
ad’s
title
should
be
informative
and
attention
grabbing.
Just
as
candidates
only
have
a
few
seconds
for
their
resumes
to
attract
your
attention,
you
only
have
a
few
seconds
to
get
theirs.
A
recruitment
ad
should
be
written
succinctly.
Use
bullets
to
break
up
content
and
action
verbs
to
make
it
read
more
interesting.
✓ Offers transparency about the role’s
objectives and its impact upon your
organization.
By
outlining
the
role’s
objectives
and
its
function,
you
can
entice
high
performers
and
show
them
how
the
opportunity
would
allow
them
to
directly
impact
the
organization.
✓ Outlines ‘minimum qualifications’ and ‘preferred qualifications’ separately.
As
previously
mentioned,
expand
your
talent
pool
by
appealing
to
candidates
who
have
the
minimum
qualifications
for
the
role
as
well
as
those
who
have
the
preferred
qualifications.
Did you know that
Tuesday and Wednesday
evenings are the most
popular times for people
to search employment
ads?
Try posting and
tweeting your ads
during those times for
maximum exposure.
✓ Leaves out general skill sets.
How
many
times
have
you
seen
‘excellent
communication
skills’
or
‘excellent
organizational
skills’
and
other
general
statements
in
recruitment
ads?
Let’s
face
it
-­‐
most
every
job
requires
these.
Instead,
include
the
specific
abilities
needed
to
perform
in
the
position.
This
will
attract
candidates
who
have
those
specialized
skills,
which
is
really
what
you
want
to
accomplish.
✓ Shows the ‘personality’ of your organization.
High
performers
want
to
be
part
of
organizations
that
are
dynamic
and
innovative
and
sometimes
it
is
merely
the
‘feel’
of
a
recruitment
ad
that
attracts
a
candidate’s
attention
and
interest.
Adding
something
about
your
team,
culture,
and
work
environment
and
emphasizing
these
aspects
can
make
your
ad
stand
out
from
the
rest.
In
doing
so,
you
will
expand
your
talent
pool
to
a
larger
group
of
candidates
who
may
fit
with
your
company,
now
or
in
the
future.

4. Spring 2013 NavigatorAdapting Position Descriptions to Today’s Recruitment Strategies
✓ Includes a call to action.
While
this
may
seem
common
sense,
some
ads
leave
out
how
an
organization
prefers
candidates
to
apply.
In
today’s
recruitment
realm,
this
is
important
because
there
are
so
many
ways
that
candidates
can
respond
to
openings.
There
is
a
high
probability
that
you
will
be
inundated
with
resumes
so
make
sure
that
candidates
know
which
manner
you
prefer
to
receive
their
information.
✓ Accurately and honestly depicts your organization.
While
you
want
to
make
your
recruitment
ad
interesting,
do
not
make
any
misrepresentations
about
your
organization.
If
you
present
a
false
persona
and
expectations
for
candidates,
they
will
not
be
happy
working
for
you.
You
want
to
present
a
realistic
image
so
that
you
attract
people
who
will
enjoy
working
for
your
organization.
✓ Leverages technology.
Take
advantage
of
the
Internet’s
inherent
functions
and
advantages:
Use
as
many
keywords
as
possible
within
your
recruitment
ad
so
that
it
can
be
found
easily
by
candidates.
This
is
especially
useful
with
specific
experiences,
skills,
and
certifications
that
are
needed
for
the
position.
Google
Analytics
are
free
and,
if
you’re
savvy
enough
to
know
how
to
find
the
information,
they
can
help
you
track
your
ads
and
show
you
how
many
people
visited
your
ad
on
various
web
sites.
If
you
are
posting
ads
on
flyers,
brochures
or
other
print
marketing
and
recruitment
materials,
add
a
QR
code
so
that
people
can
download
it
on
their
smart
phones.
If
they
don’t
have
time
to
read
it
at
that
moment,
they
can
visit
it
later
or
send
it
to
a
friend
who
may
be
interested.
Sources:
ChiefExecutive.net,
Impact
Hiring
Solutions
Author:
Sami
L.
Barry,
Strategic
Business
Development
Related
Articles:
How
To
Hire
For
Attitude
&
Cultural
Fit,
Organizational
Culture:
A
Fundamental
Business
Strategy
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