1.

The following key points will help you draft the most effective job description:
● Search Engine Optimization (SEO) Friendly Job Titles
● Google Trends for Evaluating Job Titles
● Features of a Good Job Description: Do's & Don'ts
● Sample Standard Job Description
● Impact

COMPONENTS OF GOOD JOB LISTINGS

2. SEO-FRIENDLY JOB TITLES
- Making job titles search engine optimized means that as soon as the candidate searches
for any job on search engines like Google, Bing etc., the jobs with more accurate job
descriptions and job titles will appear on the first page. Consider the profile of the ideal
candidate and what you imagine they will type in on the search engine while looking for
a job.
- Apart from the job title, the location of the job is another important keyword to include
because most people search by job title and location.
- The title of your posting must be to the point. It is going to give a clear indication, to both
search engines and job seekers, of what the job role is all about.
- The job title is not just a title, it is a marketing headline. Do not list job titles that are
different, like Chief Creativity Officer', 'Sourcing Ninja', 'Gung ho Programmer', etc.
These phrases are considered negative keywords and can impact the results. Never use
generic job titles like a software developer. programmer, or tester. They may not attract
the right set of applicants.

3. GOOGLE TRENDS FOR EVALUATING JOB TITLES

- Explore Job Title Trends
Go to the Google Trends website (trends.google.com). In the search bar, enter one or
more job titles or job-related keywords that you want to research. For example, 'Data
Scientist', 'Marketing Manager', or 'Software Engineer'.
- Refine Your Search
Use filters: Google Trends allows you to filter results by location, time, category (e.g.,
jobs and education), and type of search (e.g., web search, image search, news search).
- Compare Job titles
You can compare "Data Scientist and "Data Analyst' to see which one is more popular.
- Analyze the Data (Like when most people are searching for job)
- Geographical Insights (See where the requirement is highest)

4. FEATURES OF A GOOD JOB DESCRIPTIONS

- Highlight the Job Title and Location
- Talk about the Mission, Vision, Values, Culture, and Growth Plan of the Organization
- Roles and Responsibilities: This section should provide detailed information about what
the job entails. It is important to outline:
◆ Project: Describe the projects the candidate will be involved in; their scope
and objectives.
◆ Team: Explain the team structure, who the candidate will be working with, and
their role within the team.
- Job Responsibilities
- Required Skills and Preferences

5. Sourcing, rather 'talent sourcing', is the process of searching or finding potential

candidates through various channels, such as job boards, social media, professional
networking sites, and employee referrals.

6. Instead of relying solely on job postings and active job seekers, employers can identify
individuals who have the skills and experience they need and reach out to them directly
to gauge their interest in a job opportunity. This is called a passive talent pool.

7. To have them apply to your positions, you need to follow different talent attraction
strategies.
Use profession-specific platforms to hire passive candidates.
● Behance, Dribble: Designers
● Github: Developers
● Quora: Expert Professionals from answers

8. Give Candidates knowledge of the team they will be working with, its unique challenges
and selling points.

9. Important Components of Structured Interviewing

● Standardized Questions: As a first step, it is important to create a set of standardized

skill- and role-related questions that all candidates would attempt. This will create
consistency in the interview process, provide hiring managers with fixed parameters to
evaluate candidates and facilitate fair comparisons.
● Scoring Rubrics: As a next step, the hiring team needs to develop a scoring system or
rubric for each question, outlining the criteria through which responses will be evaluated.
This provides accuracy in the scoring system.
● Multiple Interviewers: Once we have the set of questions and scoring rubrics, it is
important to involve multiple interviewers to minimize individual biases. Each interviewer
can focus on specific skills or competencies or aspects of the candidate's fitment for the
role.
● Training for Interviewers: As an important step, we need to provide inclusive training to
all the interviewers
10. Share Proper Employee Value Proposition (EVP):
● Compensation and Benefits: This includes the salary, bonuses and other financial
rewards that an employee receives for their work, as well as non-financial
benefits such as health insurance, retirement plans and paid time off.
● Career Development: This includes opportunities for learning and growth within
the organization, such as training programs, mentorship and career
advancement.
● Work Environment: This includes the physical and cultural aspects of the
workplace, such as office layout, company culture and work-life balance.
● Recognition and Appreciation: This includes the ways in which an organization
acknowledges and rewards its employees for their hard work and contributions,
such as awards, promotions and public recognition
● Purpose and Meaning: This includes the extent to which an organization's
mission and values align with an employee's personal beliefs and goals, and the
sense of fulfillment and purpose that comes from working towards a shared goal.

11. Use Boolean Search to find candidates on job sites

● AND
● OR
● NOT
● Boolean Modifiers
○ Asterisk
○ Parentheses ()
○ Quotation Marks""
● AND: Used to narrow the search
Example: Happiness AND Love AND Health AND Wealth AND Satisfaction
● OR: Used to broaden the search
Example: Friends OR Family OR (Friends AND Family)
● NOT: Not is used to eliminate the word
Example: Everything NOT Sadness
● - (Minus) Sign can be used as a NOT operator in Google and LinkedIn search
● "": Inverted Commas are used to restrict the search for more than one Keyword.
Example: "Successful Business" OR "Highly Paid Job"
● Parenthesis (): Used to categorize keywords.
Example: Friends OR Family OR (Friends AND Family)
● (Asterisk) used as a root word search.
Example: Config* = (configure OR configuring OR configured OR configures)

12. Measure Recruitment Metrics

● Time to Fill= Total time to fill each position / Total number of positions
● Cost per hire =
(Internal Recruiting Cost+ External Recruiting Cost) / Total number of hires
● Offer to joining conversion= Total job offers accepted / Total job offers extended
● Source of Hire
● Quality of Hire
● Applicant to Interview Ratio= Total Applications Received / Total interviews set up
(This is to check whether our JD is attracting the right candidates)
● Retention rate