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How to Write Talent-Attracting Job Specifications for Management Roles

Recruiting employees for any role is tough and finding the perfect person to fill the gap in your management team can be even harder.

Approximately 94% of companies suggest that talent acquisition is essential to their firm’s success. The search for the right candidate can be particularly important when you’re looking for management-level employees to lead and inspire the rest of your staff.

While a recruitment agency can help you to attract the attention of the right people and place the strongest selection of candidates in front of your hiring managers, it helps to know how you can write a job description that highlights and sells your business.

So, where can you get started?

1. Pick a Clear and Accurate Job Title


Titles are particularly important for managers seeking a new role, as they want to be sure that they’re applying for a position that allows them to use their full range of skills and talents. The title must reflect the job as accurately as possible. This means that you’ll need to replace common buzzwords like “Rockstar” or “ninja” with better-known keywords like “Call Centre Manager” or “Regional Sales Manager.”

As more employees search for their perfect role online, they’ll be combing through recruitment agency job boards, looking for specific titles. Creative titles – though a good way to show your company culture – may stop you from attracting the attention of a fantastic candidate who is put off by the use of jargon.

Keep the title simple, and related directly to the role.

2. Include the Right Information in the Job Summary

After you’ve decided on the most appropriate title, it’s important to think about what you need from your new employee. Create a list of the tasks that your managerial staff face every day and match them with the competencies you’ll want to see in a great candidate. You can work with your recruitment agency here to make sure that you cover everything. Finally, create a summary that helps people to visualise themselves in your position, describe:

  • Common responsibilities and tasks: For instance, managing the health, safety, and well-being of the workforce, inspiring team members, training and developing teams, leading business development.
  • Who the candidate can expect to work with: Other members of the team and executive suite, shareholders, stakeholders, and suppliers.
  • How the position supports business goals: Developing a superior workforce, improving the productivity of a department, and increasing revenue.
  • An inside view of company culture: Whether you offer additional benefits like wellness initiatives, remote working, and more.

3. Be Realistic and Focused


We often expect a lot from management candidates. These people take on enormous responsibilities, like looking after large teams, making sure deadlines are met, and improving overall workplace productivity. However, it’s important to make sure that your vision of the perfect employee isn’t too unrealistic.

Even your C-Suite staff are only human and listing too many responsibilities at once on your job description can scare off the most confident applicants. To make sure that you’re not demanding the world from your new team member, separate your “must haves” from the “nice to”.

For instance, it might be crucial for your executive to:

  • Know how to work with HR staff in recruiting new team members.
  • Provide guidance and measure staff performance each day.
  • Coach, mentor and develop top performers to boost productivity.

4. Demonstrate What You Can Offer

In a candidate-driven market, it’s crucial to convince your high-level candidates that you have the best possible opportunities to offer.

Don’t just focus on what you want to get out of your new employee, show them what you can offer in return. For instance, you might have a fantastic benefits program, complete with free gym memberships, and the opportunity for remote working and paid parental leave.

Speak to your recruitment agency about the kind of things they see management candidates looking for all the time, then embed those hooks into your job specifications. For instance, you might include:

  • Location information: Will your candidate be close to work and enjoy a short commute?
  • Remuneration and benefits: Can you offer more than the industry average?
  • Opportunities for growth: Do you provide training, a chance to work with new technology, or attend networking events?
  • Foreign assignments: Are there plans to open new offices abroad, would a temporary assignment be appealing?

5. Align Your Description with your Employer Brand

Finally, as the digital world and the recruitment world grow more closely connected, it’s important to make sure that you have the right reputation to reel in your management candidates. We frequently work with candidates who assess potential job opportunities by following a company on social media or reading about them on their website.

Audit your online presence and find out what people will see when they look for your business on the web. If your image isn’t as good as you’d like it to be, make some changes. Add case studies about previous managers to your website. Ask employees to advocate for you on social media or provide insights on review sites.

The better your employer brand, the more magnetic your job descriptions naturally become.

Thanks,

Amrutha

About JobFitts

JobFitts Consultants are a specialist provider of professional Recruitment Services for the Financial Services sector and related suppliers in Australia. Since 2003 we have recruited and placed a breadth of operational roles at all levels from; HR, Accounting, Marketing and Customer Service/Frontline.

To find out more visit our website at JobFitts here or call us on (02) 9220 3595 or email here.

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