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Because we are a membership organization made up of senior executives and professionals, the approach to writing an effective job description for our membership will be different from a "typical" Internet job ad. To hit your target audience, your job posting should be compelling to the active and passive candidate and be as complete as possible without being too wordy. It should be informative about the company and the position, answering key questions that potential candidates will have, and enticing enough for members to send a response without being overly dramatic in language or unsubstantiated claims.
Here are some suggestions for content that should be included in your job submission:
- Provide insight into your company or client organization by writing a brief description of the company background, products/services the company provides, and a description of the corporate culture. Be sure to include information interesting to potential candidates including size of company, public/private organization, number of employees and location(s) where the position will reside.
- A detailed overview of the primary responsibilities, scope of the position, key departments/people that the position will be overseeing/working closely with, and number/title of direct/indirect reports when appropriate.
- A summary of critical success factors and core competencies that the candidate must possess in order for them to be successful in the position.
- Required qualifications in employment background, experience, education, training and certifications.
- Relocation considerations, whether or not relocation is paid or if only local candidates will be considered.
- Indicate the job location as specifically as possible. If you do not wish to reveal the actual job location, try listing a broader territory like "Midwest" or even "US". This is preferable to giving a bogus location.
- Compensation considerations: Although we do have an option for listing the compensation of a position as "open", it is recommended that if you/your client have an absolute salary maximum, you post a general salary range. This will be of mutual benefit to you and our members if the compensation range is out of consideration for either the hiring manager or the candidate by saving time on both ends. However, if you/your client need to gather competitive intelligence in order to price a position to current market conditions, listing a compensation as "open" will allow you to get the widest range of responses from candidates with the proper qualifications.
- Avoid redundancy in the description and get to the point — everyone's time is valuable. Avoid using words like "previous" or "prior" before the word "experience" because all experience happened in the past.
- Do not write whole sentences in capital letters — this is viewed as shouting language in an online environment.
- Avoid the "ensure" / "assure" pitfall — they do not mean the same thing. "Assure" is almost never used in a job description.
- Be sure that your contact information on file with us is up-to-date and any specially-created e-mail addresses are working addresses.
For ExecuNet Job Posting Guidelines, click here.
To view sample job postings, click here.
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2009 Executive Job Market Intelligence
Our 17th Annual Executive Job Market Intelligence Report captures the latest trends and developments in senior-level hiring, compensation and executive search.
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Download Executive Summary Now
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"We believe your firm has provided the most qualified candidates that truly made our recruiting efforts easier and more effective. We placed selective ads in a variety of Internet sources, but found the ExecuNet responses to be of the highest quality and ultimately the best candidate surfaced through your service."
- Richard J. Wolf
President
STRATA Performance Group, Inc.
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