Due to swift and constant developments in artificial intelligence (AI) technology, nearly half of executives claim that job descriptions are becoming obsolete in 2019 and beyond.
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As AI-driven technology and robots continue to infiltrate the workplace and take on new tasks at a rapid pace, humans can’t be expected to compete with or apply for the specific work that robots and AI systems conduct and manage, which is most likely included in a job description.
So, many employers are left wondering how to create job descriptions or job listings for new human employees. Here’s how you can create high-quality job descriptions in 2019.
Include Important Details and Information Jobseekers Want to Know
According to a study conducted by Haley Marketing, compensation is the information that is most important to jobseekers reviewing job descriptions, as well as a job’s qualification requirements.
Jobseekers probably don’t want to know the everyday tasks they’ll need to do, which might end up changing or being handled by AI eventually anyway. They want to know what type of background and aptitudes they’ll need, as well as how much they’re going to be paid.
The same study also revealed that job descriptions with the most responses are tailored to jobseekers themselves, not the organization or recruiters. Essentially, high-quality job descriptions will include important information and details that answer the main question on jobseekers’ minds: “What’s in it for me?”
So, it’s a good idea to include information about benefits and potential long-term career paths, as well as compensation information. And if you aren’t sure what jobseekers would care to know, ask your current employees to help you write your job descriptions, as they have the experience and insight into what prospective employees would find compelling.
Focus on Growth and Development
To attract high-quality candidates, center your job descriptions on an applicant’s ability to grow professionally with your organization, and focus on your high-quality leadership training program or how you will help your new hires develop career maps and long-term career paths. Or, detail how your organization’s learning or innovative culture will lead to individual or organizational growth and development.
In addition, focus on your organization’s own plans to grow and expand, too. For example, you might want to mention that you’re planning on opening 10 new global locations in the next 10 years or that you’re planning to increase your revenue by 20%.
Jobseekers want to know whether they will be able to grow and develop at your organization and be assured that your organization is planning to grow, too.