How to Write Effective Job Descriptions and Postings
Positioning yourself as an employer of choice is more important than ever. Part of this process includes making a good first impression by writing effective job postings that will attract the most qualified candidates to your business.
Start by developing clear job descriptions.
The first step to creating effective job postings is developing a clear job description. A complete job description contains a title for the job or work assignment and the following information:
- Work outcomes — What is the employee expected to produce, or what tasks is the employee expected to perform?
- Work processes — How is the work to be done, and with whom does the employee work?
- The equipment or tools to be used
- The work environment
- Employee requirements—The skills, knowledge, abilities, and other attributes the employee needs to perform the work
Job descriptions are very useful tools within your company. They’re useful for identifying different-level jobs and charting a logical employee progression from one job to another (when you are developing career paths within your company). They can also help you evaluate the worth of a job (assessing the salary range of the position) and identify job hazards or risks.
Other uses of job descriptions include:
- Assessing the organisation of the work or workflow
- Creating advertising for the job vacancy
- Testing the qualifications of applicants for the position
- Developing staff training objectives and content
- Appraising your employee’s performance
To develop an effective job description, you can use observation; interviews with the incumbent or with key people within the company; and questionnaires (when interviewing is not possible).
Make thorough notes, then sit down and write a draft job description. Review it, edit it, and try to cut it down to no more than three pages. Most job descriptions are one to two pages. Circulate the job description to the person already in that role (if there is one) and to key people in the company. Ask them if they think it is an accurate description of the job and modify it accordingly.
5 things to include in effective job descriptions
Once you are satisfied that it is complete and accurate, you are ready to write a job posting based on the job description.
An effective job description has five parts:
1. Job title
Put the title of the job in bold. Make sure the job title is understood by everyone in your industry, and try to avoid using a job title that is unique to your own company.
2. Company description
Write a short “lead” paragraph at the beginning of the ad to tell the reader why you are a good company to work for. You might include your values, mission, or vision. Has your company won an award recently? Is it recognized as an excellent place to work? Blow your own horn!
3. A summary of the role and expectations
Describe the responsibilities of the role. Summarize the most important parts of the job description: The handful of tasks that are most important and have to be successfully carried out.
4. A list of the most important qualifications required
Before you write this section, ask yourself and other key people in your company: “Who is our ideal candidate?” Collect these attributes and qualifications, check them against the job description you have prepared, and list them in priority order. You won’t have room to list them all, so just list the most important qualifications.
5. How to apply for the job
Clearly state in the posting how applicants can apply for the job. State what items you want to receive (such as a resume, references, or other relevant documents), and whether you want people to apply in person, via a specific web portal, or by email. If you don’t want phone calls, clearly state: “No phone calls please,” in the ad. Give a deadline date and time by which you want to receive the documents.
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For more information and writing successful and effective job descriptions or if you require recruitment assistance, please reach out to our in-house expert Stephen Farrell-O’ Callaghan. We are “people” people. |
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What Not to Say in a Job Interview
Navigating a job interview can be a nerve-wracking experience. The pressure to present yourself as the perfect candidate often leads to anxious slip-ups that can hinder your chances. In this blog, we delve into the subtle art of interview communication by exploring what NOT to say during this critical interaction.
Don’t speak negatively about a previous boss and/or company
This is a huge issue and still very prevalent in interviews. When an interviewer hears negative talk about a previous boss and/or company, that will usually end the interview process. Be positive and don’t focus on the negative – no matter how bad a situation is or was, you can always learn something from it – share those details.
Don’t ask, “What is a typical day like?”
This is not good and shows you really haven’t done your research on the company and the role. There are so many ways to find this out before even speaking with the interviewer, i.e. speak to your recruiter!
Don’t give overly prideful responses!
We tell the individuals we work with to be pridefully humble in their answers. What I mean by that is to share the accomplishments they are proud of in a humble way. You don’t want to be boastful or arrogant as companies don’t like that.
Don’t say, “I know I don’t have all the experience or skills you want, but I can still do the job”
You want to focus on highlighting the experience and skills you do have that the company is looking for and not focus on the things you don’t have.
Don’t say, “I already addressed that in my CV”
If an interviewer asks you about something, even if it is on your CV, they would like to talk about it with you. Please don’t refer them back to your CV – they already read your CV and saw it there – they just want further information and/or clarification from you. Share and be informative and to the point – don’t waffle on and don’t add legs on to it! Truth all the way.
In the dynamic landscape of job interviews, words hold the power to shape your path. By recognizing and avoiding these verbal pitfalls, you’re equipping yourself with the tools to shine during interviews. Remember, every conversation is an opportunity to showcase your skills, attitude, and potential impact. Craft your responses thoughtfully, steer clear of unnecessary negativity, and highlight your strengths with precision. For more information on what to say and what not to say reach out to one of our expert recruiters.
For expert objective career advice and discussions around our recruitment solutions, reach out to our team today at hello@clark.ie or 045 881 888. If you’re a jobseeker, register your CV to get started!
College is not for everyone: have you considered all the options available?
College is just one of the many paths that individuals can choose after completing school. There are numerous alternatives and valuable pursuits that people can consider before deciding on their education and career path. Here are a few options worth exploring:
Gap Year:
Taking a gap year, a period of time typically between school and college, allows individuals to take a break from formal education and explore different opportunities. It could involve traveling, volunteering, interning, or working to gain real-world experience and discover personal interests.
Vocational Training:
Vocational or Post Leaving Certificate courses offer specialised training in specific fields such as culinary arts, automotive technology, plumbing, electrical work, graphic design, and more. These programs provide hands-on training and practical skills that can lead to rewarding careers without a traditional four-year college degree.
Apprenticeships:
Apprenticeships combine on-the-job training with classroom instruction. They are available in a range of industries, including construction, healthcare, information technology, and manufacturing. By becoming an apprentice, individuals can gain practical skills, earn a wage, and obtain industry-recognized certifications or qualifications.
Entrepreneurship:
Some individuals may choose to start their own businesses or pursue entrepreneurial ventures instead of pursuing higher education immediately. This path requires creativity, self-motivation, and a willingness to take risks. It allows individuals to gain real-world experience, learn valuable skills, and potentially achieve financial independence.
Online Learning and Certifications:
With the rise of online learning platforms, individuals can access a wealth of educational resources and obtain certifications in various fields. These platforms offer courses taught by industry professionals, allowing individuals to enhance their skills and knowledge at their own pace.
Work Experience:
Instead of pursuing higher education right away, some individuals may choose to enter the workforce directly. By gaining practical experience in a particular industry, they can develop essential skills, build a professional network, and explore different career paths. Have you considered temporary work to gain experience in different fields before finally decided what path to take?
Remember, everyone’s path is unique, and it’s important to choose the option that aligns with your interests, goals, and values. It’s never too late to pursue education or switch career paths if you decide that a different route is right for you. You do you!
For expert objective career advice and discussions around our recruitment solutions, reach out to our team today at hello@clark.ie or 045 881 888. If you’re a jobseeker, register your CV to get started!
8 Factors to Consider When Job Hunting
When job hunting, the allure of a new job offer can be irresistible. Beyond the surface perks and compensation, lies the vital question: does this role align with my skills, goals, and values? A seamless fit with the company’s culture can bring job satisfaction, career growth and long-term achievement. By evaluating the compatibility of roles and workplace dynamics, job seekers can ensure not only a thriving professional journey but a fulfilling one as well. Here are 8 factors to consider when job hunting:
Working Hours:
Understanding the expected working hours and overtime requirements is crucial for maintaining a healthy work-life balance and fitting work around other commitments. Also consider what working models are in place, remote, hybrid or onsite?
Benefits Offered:
Consider the full package beyond just the salary, including holiday allowance, pension contributions, insurance, bonuses, and healthcare.
Company Culture:
The culture of the workplace greatly influences job satisfaction. Gather information about how employees are treated, their happiness, turnover rate, and social events. Check out glassdoor and google reviews!
The Team:
Getting to know potential co-workers during the interview process can help gauge how well you’ll work together and the overall dynamics of the team.
The Passion of the Team:
A passionate team with shared values and vision creates a positive and exciting work atmosphere.
The Stability of the Company:
Research the company’s stability and growth prospects to determine if there are potential risks, such as future redundancies.
Opportunities for Growth:
Inquire about advancement opportunities within the company to understand potential career progression.
Educational Opportunities:
Find out if the company invests in the education and development of its employees, which can contribute to individual growth.
Considering these factors alongside the size of your payslip can help you make a more informed decision when evaluating job opportunities. Remember that job satisfaction and overall happiness in the workplace are influenced by various aspects beyond just the monetary aspect.
Are you actively searching for a new role? We have permanent and temporary opportunities across Leinster! To get started, jobseekers can view our open vacancies or register their CV to be considered for future roles which arise.
Building a Sustainable Future: Our Goals as a Socially Responsible Recruitment Business
As a sustainable recruitment consultancy, we are not only achieving business objectives but also making a positive impact on society and the environment we work and live in. Our key goals are:
Diversity and Inclusion:
Promote diversity and inclusion within the workplace by actively seeking out and supporting candidates from underrepresented groups. Implementing and rolling out policies and practices that ensure equal opportunities for all candidates and ensuring the clients we partner with promote and live by this too.
Ethical Recruitment:
Adhere to ethical recruitment practices, including transparency with candidates about job requirements and fair treatment throughout the hiring process.
Green Initiatives:
Implement environmentally friendly practices within our operation. This includes reducing paper waste, providing hybrid working with flexible work patterns, and considering eco-friendly office supplies.
Sustainable Partnerships:
Collaborate with socially responsible employers who prioritise sustainability, environmental responsibility, and social impact.
Community Engagement:
We get involved in community initiatives and support local causes. We engage in volunteering, mentorship programs, and partnerships with organisations that promote skills development and job opportunities for marginalised groups.
Employee Well-being:
Prioritise the well-being of agency employees. We offer a healthy work-life balance, support professional development, and maintain a positive and inclusive work culture.
Long-term Candidate Relationships:
We focus on building lasting relationships with candidates, even if they are not initially placed in a job. We offer career guidance, feedback, and resources to help candidates improve their skills and chances of finding suitable employment.
Sustainable Talent Pool:
We help build sustainable talent pools that align with employers’ current and future needs. We help candidates find roles that match their skills and interests while fulfilling employers’ requirements.
Social Impact Reporting:
We regularly track and report on the agency’s sustainability and social impact efforts. We share progress and achievements with stakeholders to demonstrate commitment to sustainable practices.
By incorporating these sustainable goals into our business strategy, Clark are contributing positively to society and our local community, the economy, and the environment. Are you actively searching for talent and want a partner who can project manage your recruitment needs? Call Clark now on 045 881888 or start by emailing hello@clark.ie. Jobseekers can view our open vacancies or register their CV to be considered for future roles which arise.
Build a strong relationship with your recruiter!
Building a strong relationship with recruiters can be beneficial for your career growth and job search. Recruiters can provide you with valuable insights, job opportunities, and potentially advocate for you during the hiring process. Here are some tips to help you build a strong relationship with your recruiter:
Be Professional and Courteous:
Treat recruiters with respect and professionalism. Respond to their emails or messages promptly, and be courteous during phone calls or meetings.
Be Clear About Your Goals:
Clearly communicate your career goals, skills, and interests to the recruiter. This will help them understand what type of roles and companies are the best fit for you.
Update Your LinkedIn Profile:
LinkedIn is a valuable tool for recruiters to find potential candidates. Make sure your profile is up-to-date and highlights your skills and experiences.
Networking Events:
Attend industry-specific events, job fairs, or networking meetups where recruiters may be present. Personal connections can help you stand out from other candidates.
Follow Up:
After interviews or interactions, send a thank-you email to the recruiter. This small gesture shows appreciation and keeps you on their radar.
Provide References:
If a recruiter asks for references, provide them promptly. Good references can strengthen your candidacy.
Be Transparent:
Be honest about your experience, skills, and any potential challenges or limitations you might have. Recruiters appreciate candidates who are transparent and forthcoming.
Maintain a Positive Online Presence:
Recruiters often search for candidates online. Make sure your social media profiles (e.g., Facebook, Twitter) present a professional and positive image.
Stay in Touch:
Even if you’re not actively looking for a job, periodically check in with the recruiter to update them on your professional achievements and milestones.
Refer Others:
If you come across job opportunities that aren’t right for you but could be a good fit for someone else, refer those individuals to the recruiter. This shows that you’re willing to help and adds value to the relationship.
Respect Their Time:
Recruiters are busy professionals. Avoid bombarding them with frequent messages or calls unless it’s necessary.
Be Open to Feedback:
If a recruiter provides you with feedback after an interview or application, take it graciously and use it to improve your future prospects.
Remember that recruiters are in the business of matching candidates with employers, so building strong, positive and professional relationships with them can lead to fruitful opportunities in the future.
Are you actively on the look out for new opportunities and want to partner with the best recruiters in the business? Call Clark now on 045 881888 or start by emailing hello@clark.ie. You can also view our open vacancies or register your CV to be considered for future roles which may arise.
Competency Based Interview: What is it
A competency-based interview is an interview format commonly used by employers to assess a candidate’s skills, abilities, and behaviours relevant to a specific job or role. The purpose of this interview style is to gather information about a candidate’s past experiences and performance to predict their future success in a particular position.
In a competency-based interview, the interviewer typically has a predetermined list of questions, with each question focusing on a specific competency or skill required for the job. These competencies can include various aspects such as teamwork, problem-solving, communication, leadership, adaptability, and many others, depending on the requirements of the role.
The questions in a competency-based interview are designed to elicit detailed responses from candidates about their past experiences and accomplishments. Rather than hypothetical or theoretical scenarios, the interview focuses on real situations the candidate has encountered in previous roles, education, or other relevant experiences.
The interviewer evaluates the candidate’s responses against pre-established criteria or benchmarks. These criteria may vary depending on the organization, but they typically outline the desired behaviours, skills, and qualities expected from a successful candidate. The interviewer assesses how well the candidate’s past experiences align with these criteria and assigns a rating or score accordingly.
By using a competency-based interview approach, employers aim to gain a deeper understanding of a candidate’s abilities and assess their fit for the job based on demonstrated competencies. This method helps reduce bias and subjectivity in the selection process by focusing on objective criteria and evidence from the candidate’s past performance.
It is important for candidates preparing for a competency-based interview to review the job description and identify the key competencies required. They should then reflect on their own experiences and achievements that align with those competencies, preparing specific examples to showcase their skills and abilities during the interview. By providing detailed, well-structured responses based on real experiences, candidates can increase their chances of success in a competency-based interview.
See below an example of some competency-based questions. Expect questions opening with ‘Tell us about a time when you…’, ‘Give an example of…’ or ‘Describe how you…’.
Competency questions you may be asked at interview include:
- Describe a situation in which you led a team.
- Give an example of a time you handled conflict in the workplace.
- How do you maintain good working relationships with your colleagues?
- Tell me about a big decision you’ve made recently. How did you go about it?
- What has been your biggest achievement to date?
- Describe a project where you had to use different leadership styles to reach your goal.
- Tell me about a time when your communication skills improved a situation.
- How do you cope in adversity?
- Give me an example of a challenge you faced in the workplace and tell me how you overcame it.
- Tell me about a time when you showed integrity and professionalism.
- How do you influence people in a situation with conflicting agendas?
- Give an example of a situation where you solved a problem in a creative way.
- Tell me about a time that you made a decision and then changed your mind.
- Describe a situation where you were asked to do something that you’d never attempted previously.
- Tell me about a time when you achieved success even when the odds were stacked against you.
For expert advice on your recruitment project needs or support for your next career move, contact us today.
Recruitment Process: How we work with you
At Clark we follow a structured recruitment process to match candidates with job vacancies. Here is a step-by-step overview of how we work with you.
Understanding Client Requirements:
We begin by meeting with clients (employers) to gain a thorough understanding of their job vacancy, including the required qualifications, skills, experience, and any other specific criteria. This helps us create a detailed job description.
Sourcing Candidates:
We utilize various methods to source potential candidates. This includes searching our internal candidate database, advertising the job vacancy on job boards, professional networking platforms, and social media channels, as well as utilizing our industry connections and conducting targeted searches. We also proactively approach passive candidates who are not actively job seeking but might be suitable for the position.
Candidate Screening:
Once potential candidates are identified, we screen them to assess their suitability for the job. This screening process may involve reviewing CVs, conducting phone interviews, online interviews or initial face-to-face interviews. The screening helps us determine if the candidates meet the basic requirements set by the client.
Interview Preparation:
If candidates pass the initial screening, we provide guidance and support to help them prepare for interviews. This can include sharing information about the client, the role, and conducting mock interviews to help candidates showcase their skills and abilities effectively.
Submitting Candidates to Clients:
After screening and preparing the candidates, we present the shortlisted candidates to the client for further evaluation. We share CVs, interview feedback, and any other relevant information to help the client make an informed decision.
Interview and Selection Process:
The client then conducts their own interviews and assessments with the candidates recommended by us. We may facilitate the scheduling of interviews and act as a liaison between the client and candidates. We often sit in as an objective person on their interview panel.
Offer Negotiation:
If the client decides to hire a candidate referred by us, we assist in the negotiation of the job offer, including salary, benefits, and other terms. We provide guidance to both parties to ensure a mutually beneficial agreement is reached.
Placement and Follow-up:
Once the candidate accepts the job offer, we facilitate the placement process, ensuring a smooth transition for the candidate. We also follow up with the client and the candidate after the placement to ensure satisfaction and address any concerns. Our communication process and after care service last beyond just the placement.
Fee Structure:
The client/employer pays us a fee for our services. Candidates are never charged for recruitment placements.
Overall, we act as intermediaries between clients and candidates, utilising our expertise in sourcing, screening, and matching candidates with job vacancies to facilitate successful placements and building trust and developing relationships that last. That’s why we are the trusted partner to so many Irish companies. For expert advice and support for your recruitment needs, contact us today.
Remote Working: Irish employers slow to change rules
A total of three out of 10 employers do not have a flexible working policy in place and almost as many 27 per cent do not have a remote working policy, according to a recent survey of HR professionals from both the public and private sectors.
The survey was carried out by business law firm Mason Hayes & Curran at a recent Employment Law webinar, which attracted more than 500 attendees. The event discussed the rapidly changing employment law landscape in Ireland, with several significant pieces of new legislation governing working conditions, sick leave, whistleblowing, work life balance, gender pay gap reporting and more.
Melanie Crowley, Partner and head of the employment and benefits team at Mason Hayes & Curran, said: “Remote and flexible working have become commonplace and will be legislated for under the Work Life Balance Act. While this has yet to commence, we would advise employers to prepare now for when it comes into force.”
More than a fifth of employers have had to deal with a protected disclosure, but 17 per cent do not have a whistleblowing policy and 23 per cent do not have the required internal channels in place for workers to report wrongdoing.
The survey found that less than half of employers have updated their sick pay policy in line with the new statutory sick pay legislation brought in this January. Previously, employees did not have a legal right to be paid while on sick leave, but now there is legislation which mandates for payment of sick pay in certain circumstances.
The survey also found that 47 per cent of employers are not required by their organisation to publish a gender pay gap report. Only 33 per cent of employers have started preparing its report for 2023.
The event reviewed the new EU rules on transparent and predictable working conditions, which came into force in December last year. When asked, less than half of employers said they have updated their template employment contracts or reviewed their probationary periods in line with the new legislation.
Lucy O’Neill, senior associate at Mason Hayes & Curran said: “For many employers, the new regulations on transparent and predictable working conditions flew largely under the radar.
“However, the legislation introduced some significant new obligations for employers which include limits on the length of probationary periods, which can be no longer than six months for employees in the private sector and a year for employees in the private sector.”
Whether seeking to hire or searching for your next role, our Recruitment Experts will take time to understand your needs and find the best fit. Contact us today to learn more about our recruitment solutions.
Irish employers slow to change remote working rules (breakingnews.ie)
2023 Presidents Lunch – Kildare Chamber Event
We were delighted to recently attend the Presidents Lunch in the Osprey Hotel, Naas, kindly sponsored by one of our key clients Endress+Hauser. Being a corporate member of the chamber has allowed our business to engage and connect with so many local Kildare businesses. This year we celebrate our 25th year in business and gathering at this event allowed us catch up with so many of our Trusted Partner clients.
Pictured: Niamh Flynn, Senior Recruiter Accountancy, Finance, Tax, Compliance and Professional Services, Niamh Gaffney Recruiter Engineering and Operations, Stephen Farrell O’Callaghan Director and Deirdre Coghlan Murray MD.