Just like a killer headline, a well-crafted job description can make all the difference in attracting your dream candidates. Think of your job description as a net you cast to attract and reel in qualified candidates. With all the competition casting out their nets, how exactly will your job description attract your dream candidate? 

Check out these 4 innovative ways to create a killer job description.

What Does Your Company Have to Offer?

It used to be a big no-no to include compensation details such as salary perks, benefits and incentives on your job listings. But in today’s competitive market, savvy candidates want to know this information before they’ll even consider applying. Providing salary ranges, information on competitive employee benefits and perks will help steer your most qualified candidates to your team.

Find Your Company’s Voice

Write the job description in the voice and language that matches your company’s personality and evokes the values and uniqueness of your company’s culture. How is your company culture unique compared to others? Are you a casual company or a button down corporation? Remember, your “net” should be made to attract people who are right for the position and, most importantly, your company.

Listing Responsibilities

Dr. Gordon Medlock, Sr. Talent Management Consultant with HRIZONS explains that there are 3 general approaches to writing job responsibilities, these include:

1. A detailed task list
2. A list of job responsibilities and associated tasks, or
3. A list of job specific competencies

Whichever approach your company decides to use, it is important to keep the list concise. Use bullet points and direct language to allow prospects to easily read through the responsibilities without getting lost. Make sure to include requirements for the position such knowledge of specific tools, certifications, and education.

Embrace Modern Technology

Spice up the job description with photographs that shows off your team and workplace, or videos that embody your company’s culture. Google’s Career page exemplifies the company’s culture and atmosphere through the use of bright photos. This is an opportunity to give prospects an inside look at your company and to show off any unique features. NASA’s video, “Careers: Women at NASA” is catered to women and gives an in depth look at NASA’s corporate culture, various positions available, and employee testimonials.

Social media is a great way to spread the word about your openings. Advertising your job openings on various social media platforms provides a larger talent pool to choose from. Time Inc. uses Twitter as another platform to advertise their job openings as well as to provide tips and advice for prospective applicants. Who knows, your next high performing employee may be a current follower!

The tech industry has received a lot of criticism for the lack of gender diversity, specifically in technical roles. A fact sheet distributed at the Women Who Tech TeleSummit, showed that only about 11% of executives in Fortune 500 tech companies are women. Many companies in the usually male-dominated industry are attempting to change that. But how exactly can you hire and retain more women for your tech company?

Check out these 4 tips on how to recruit and retain women in tech

Create a Welcoming Environment

Create a workplace environment and culture that truly embraces gender diversity and equality. Studies have proven that diversity improves performance in groups that value innovation. It is also crucial to provide training on diversity topics that can affect the environment. Google, for example, offers workshops on the unconscious biases in the workplace. It's important for all levels of management to lead by example by fostering a welcoming environment and culture in the workplace. Clearly defining goals for gender diversity and equality in the workplace can be a great start towards the creation of a welcoming environment in your company.

At the 2015 Catalyst Awards Conference, Executive Vice President Michael Wirth mentioned that managers at Chevron are rated in their performance evaluations on their ability to reach diversity goals. Involving all employees in understanding gender diversity and equality in the workplace will increase the chances that this new environment will succeed in your company.

Be Flexible

Offering workplace programs that are flexible, in terms of scheduling, can be another selling point for your company. For example, providing transition programs for employees leaving or returning from leave, part-time work schedules, flexible work schedules, job-sharing opportunities shows employees that not only does the company value their work, but also cares about their well-being.

Providing flextime and telecommuting work schedules are important aspects of becoming a flexible employer. These options can help attract women to your company, especially those who are trying to balance their roles at home and in the office. It provides a work-life balance factor for them and shows the company values their well-being.

Offer Paid Parental Leave (For Women and Men)

Family-friendly benefits and leave policies are crucial to attracting and retaining talent, especially women. Research from the National Partnership for Women & Families found that workers are more likely to leave their jobs when they do not have access to paid leave. Offering paid leave can reduce the costs associated with turnovers, such as loss of productivity and training, and encourages employees to stay with your company. Employees want to know that they’ll be able to start a family or spend time with their families and not put their jobs at risk.

Provide Upward Mobility

Limited opportunities in their career trajectory drive women out of the tech workforce. Mentorship programs are stellar ways to increase development and opportunity for the career progression of women in your company. By investing in their growth will help them to foresee an opportunity for them to excel in the company. It is also important to encourage female employees to attend professional conferences and take additional training, along with providing financial support for these opportunities.

 Research has found that when Fortune 500 companies include at least three female directors, the return on invested capital, return on sales, and return on equity all increased by 66%, 42%, and 53%, respectively. Offering a welcoming environment, investing in development and career progression, will not only help increase your female employees' motivation and investment, but it will also ultimately lead to a more profitable and productive company.

According to a recent survey conducted by the Association for Talent Development, there are 5 reasons that motivate employees to stay with their current employer:

• A good manager for whom they enjoying working for
• Feeling appreciated by their manager
• The opportunity to advance their careers
• A promotion or a new title
• The opportunity to learn or develop skills

Employee retention is one of the most important focuses for a company. High employee turnover can have both financial and non-financial repercussions. In addition to facing increased costs in employee selection, training, and separation, there is also a reduction in employee morale and productivity to consider. 

Here are some strategies to keep your talent pool happy, healthy, and productive.

Provide Competitive Employee Benefits

Provide competitive benefits that meet your employees’ needs is essential in retaining your best talent. Comprehensive health insurance that includes family plans, life insurance, and competitive 401Ks gives employees a sense of safety and builds trust in your company. Be sure to routinely re-evaluate your benefits package to accommodate employees’ needs. 

Small Perks Can Make a Big Difference

Small perks can be little and inexpensive things that can go far in the retention of your employees. Fitness stipends, telecommuting options, at work stress-relief programs help employees manage work with their everyday life, reduce stress and can even increase productivity. Offering occasional catered lunches or company retreats also help to enforce the company’s culture and build stronger relationships among employees.

Foster Employee Development

Promote from within...

When a position opens up in your company, consider your existing talent pool before looking outward to fill the space. Promoting from within motivates employees to work hard and creates a clear career progression path for employees. For example, Sodexo employees name career growth and opportunity as the #1 reason why they choose to work for and stay with the company.

Leadership Training Programs

Offering training programs for current employees show your employees that you’re committed to their development. You can offer training programs in new technology, industry standards, and anything else that will equip your employees to progress in their careers.

Encourage Work-Life Balance

Creating programs and policies that encourage work-life balance will show your employees that the firm cares about their well being. Offering work-life balance workshops can teach employees how to better balance their work and personal lives and reduce work-related stress. Policies such as flex time and personal time-off can lead to employees having more of a handle of their schedule and be able to work it around their personal life.

Create an Employee Buy-In Strategy

Finally, to improve employee retention, help employees “buy-in” to the mission and vision of the company. Help employees understand the impact their daily tasks have on the company’s mission and make the connection to how the mission benefits them. Other things such as sponsoring employee and family events encourage team building and family inclusion at work events also work well as buy-in strategies. Clearly defining the WIIFM (What’s In It For Me) around the company’s vision to help foster excitement, motivation, and engagement among employees can help keep your employees happy.