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See below for recruitment news as well as some useful tips and insights from the founder of The Job Guru, Steve Ackroyd and the team, an acknowledged industry expert and trusted advisor, which you will hopefully find useful. 
Writing a job description. 
 
One of the first tasks when hiring a new member of staff is writing a job description and it’s vital to get it right. A job description should form the foundation of any advertising you undertake, it should be your determinator when reviewing applications and your tool to create an effective interview. Unfortunately the job description is rarely given the care it requires and ends up becoming an unfocused wish list, a vague document that tells no one anything about the requirements of the position or, even worse, an inaccurate description that discourages the right applicants and attracts only unsuitable candidates. 
 
Here are some simple tips to help create that perfect job description which will enable you to hire the right person for the job. 
 
1. Focus on need first; what do you need the new person to do, what do they need to know? These are your “Requirements”. 
 
It’s important that you decide what you can’t do without because these Requirements will be how you can quickly decide if someone is likely to be suitable or not. Thinking about what you need will also help you to make sure that you are hiring for the correct position, it’s amazing how often a company will go through the recruitment process and then decide that they have been recruiting for the wrong job! The test for this is to ask if you could compromise on anything you include in your list of needs, if you can then it’s not a need, it’s a Desirable. 
 
2. Your wish list, what would you like the new person to do, what would you like them to know? These are your “Desirables”. 
 
Once you’ve decided on what you need you can think about what you’d like, this helps you to compare one applicant’s suitability against another. They both satisfy the needs so how they score against your wish list will help to separate them. It’s important not to just create a long list of Desirables, they need to be a) realistic and b) relevant. Consider how these desirables will benefit the business, the team or the successful candidate in fulfilling their new role. For example; if they are going to be working on their own, in a remote site it probably doesn’t matter if they are a fun, outgoing person with great people skills, but self-motivation would be really useful! Ask yourself is it relevant to performing the role and is it realistic to expect candidates to have these desirable skills, knowledge or qualities? 
 
3. Job title, does it match the job? 
According to Indeed (www.indeed.co.uk), Candidates are much more likely to search for “receptionist” than a clever title like “vice president of first impressions.”.  
 
Think about the job title, does it accurately describe the job in the way a potential applicant would search for it on a job board? You may need to use a different job title on your description than the job title you’d use internally. Don’t make the job look more senior or junior than it actually is by using the wrong job title, you will attract the wrong candidates and discourage the right ones if they misunderstand the level of the role. Think, is the job title an accurate representation of the position you are looking to fill? 
 
4. Salary, is it too low (or too high)? 
An important part of any job description is the salary, if you get the salary wrong you’ll attract the wrong candidates and may put off the right ones. 
 
Take a look at the job market, see what other companies are offering for similar jobs or ask an expert to do some benchmarking for you. If you can’t afford to pay the market rate but you really need to fill the position, what other benefits are there for candidates if they take this job? 
 
5. The benefits of the job. 
What benefits will a prospective employee get from taking this job? In a competitive job market candidates are now looking at more than just salary from a job.  
 
In a poll conducted by YouGov on behalf of Indeed, (https://www.themeaningofwork.co.uk/), UK workers who prioritise work/life balance would be happy earning £6,000 less annually than those who are not as concerned with work/life balance. In the same survey 43% of respondents didn’t think that salary was the most important factor in their work so, if you don’t have another reason for them working for you, you’ll have to either pay more than anyone else or lose candidates to a business that does offer more. Consider what’s great about working for your company and show off about the benefits a new employee will get from working for you. 
 
The job market is more competitive than ever so it’s important to take the time to make sure you know what you are looking for and for prospective employees to see and be attracted to, your vacancy. 
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