Hiring a manager from outside your company can be difficult, at best. Even when you actively post job descriptions on multiple platforms, conduct several dozen interviews, and offer a competitive benefits package, the right candidate may never come along.
It may be hard to believe, but the way you write your job description can make a significant impact on the number of qualified candidates willing to apply for the position. Muddled descriptions laden with bullet points, expectations, and jargon can make even the best professionals run in the opposite direction.
Use these four tips to make your management job description pop.
Use Clear Job Titles
Lately, job titles from companies both large and small have become unclear. You might be seeking a “Rockstar Programmer” – but maybe it’s time to word that title more professionally. Management candidates will show an interest in titles that leave nothing to the imagination.
For example, If you want to hire a programming manager, don’t ask for a “Top-Notch Tech Expert.” That’s not going to get you anywhere. You want a manager in your programming department, so ask for one.
Describe Important Tasks
Nearly all worthy candidates will have questions about the day-to-day operations of your company. What responsibilities will your manager have? What will an average day look like?
This is your opportunity to succinctly describe your work environment and the expectations you have for your manager. Keep this description to four or five bullet points. Otherwise, you risk overwhelming preferred candidates.
Sell Your Company
Business owners often forget to use job descriptions as opportunities to sell their company. Here, you’ll need two more sections of bullet points. The first should have five or six benefits that come with working for your company; for example, affordable health insurance, tuition reimbursement, and retirement savings.
The second section should showcase the benefits of the management position. Are there expenses, such as clothing and software, for which your manager will be reimbursed? Do you offer learning and development courses? Are there specific benefits unique to your company about the organization of your teams and projects?
This is your chance to make the sale. Instead of focusing on what your candidate can do for you, think about what you can offer an experienced and qualified candidate.
You should not, under any circumstances, include a list of three dozen qualifications your manager must have to be considered. When you make this mistake, you alienate dozens (if not hundreds) of potential candidates.
You never know what an “unqualified” candidate might have to offer. For example, requiring a four-year degree for consideration will cut your attention away from professionals holding a two-year degree and 10 years of on-the-job experience.
Contact an Experienced Recruiter for Assistance
Are you looking for qualified management candidates? We can help at The Patriot Group. Contact our experienced team today to learn more!