10 things to include in your job description to attract top tech candidates
Technology talent is driving innovation and business transformation, and candidates are in high demand. Hiring managers and recruiters need to put in the work to make job descriptions as clear and attractive as possible.
Applying for a new job is often a lengthy process for candidates and sifting through job applications can become extremely tedious. They do not want to have to do the hard work of deciphering job descriptions or reading an endless list of responsibilities, this will only deter candidates from applying.
We’ve put together 10 things to include in your job description to attract top tech talent:
1. Clear Job Title
The first thing candidates will look at is the job title, therefore, to help attract the right candidates it can be useful to include keywords. Often with tech roles, companies require a certain skill set along with the position. For example, if you are hiring a Software Developer, and you know the main programming language used in the role, then it would be more effective to include it in the title; ‘Java Software Developer’, or ‘.NET Software Developer.’
2. Clear Opening Description
Your opening description of the role should provide the candidate with a summary of your company and the expectations for the position. For example, if the role is managerial then you should write that they will be overseeing a team. Or if the job requires them to be on-site rather than remote, then this would be a key detail to include.
3. Company Description & Brand Values
Provide a brief overview of the company including what the company does, the industry, the services/products, and any other important details. This might include the fact it is a family-run business or a start-up with a vision. Giving an insight into the business will help candidates feel more connected to the company. This could also include a brief overview of the brand values and culture. Outline what it’s like to be part of your team and what your company values in its employees so you attract the right people from the off.
4. Be Transparent About Responsibilities
As well as identifying day-to-day responsibilities it is important not to exclude anything, as you don’t want someone to accept the job without realising their full spec of the role. Providing a detailed description of the role enables hiring managers to filter out any unqualified candidates. The candidate can decide whether or not they are capable, and then then you have a more qualified talent pool applying to the job.
5. Qualifications & Skills
Qualifications and skills should be as clear as possible, to make sure you are attracting the right candidates. Therefore, listing these as bullet points is a great way to let candidates self-qualify or exclude themselves. They can also be used to assess where new hires should fall in the salary range, evaluate your job offer, and identify any training requirements.
Be sure to list both the hard skills and soft skills, as they are equally important. Soft skills refer to personality traits, including communication skills or problem-solving skills. Hard skills encompass education and qualifications, this can include degrees, certifications, or proven proficiency, such as programming languages or frameworks and methodologies needed for the job.
6. Learning & Development
In addition to learning about their day-to-day tasks and responsibilities, candidates are interested in learning how committed an employer will be to their ongoing professional growth. People who work in the technology sector are motivated by knowledge and the possibility of innovation. So, make sure to emphasise both the opportunity for promotion and, more crucially, how the employee's position will advance the goals of the company as a whole.
7. Flexible Working
Many companies are now considering remote and/or flexible working, especially after the global pandemic in 2020. According to Yougov.co.uk, 57% of British workers want to have the option of working from home, and companies that haven’t previously offered remote IT jobs, have now seen the benefits both for the business and employees and are more open to offering it as an option. There are many benefits to flexible and remote working, and it can make a huge impact on helping employees maintain a healthy work-life balance. A study from Business Leader revealed that a work-life balance is considered the most important aspect of the job which was closely followed by pay and benefits.
8. Transparent Salary
Quality candidates will look out for a competitive salary, and transparency on the job description could be the difference between people applying or just scrolling past. Some hiring managers do not feel comfortable displaying the salary, as it might cause internal upset, or the experience of the candidates doesn’t match up. But by including a salary range, rather than specifics you can give candidates an indication of what to expect and not waste their time.
9. Benefits
Listing your benefits will encourage more people to apply, especially if the listed benefits can suit their lifestyle. For example, many people are now looking to work from home, or hybrid working, especially tech professionals as most of the work can be completed remotely. Some of the benefits could include:
- Flexible hours
- Remote or hybrid working
- Learn & Development opportunities
- Dog-friendly office
- Free gym membership
- Health insurance
- Lunch vouchers
10. Avoid Biases
A common mistake without realising it is creating a biased job description. This could be through the use of terminology that is exclusive to one gender or culture, in turn pushing away potentially qualified candidates. This means terms that are either overly masculine, overly feminine or display a toxic culture. Terms including ‘aggressive,’ ‘banter,’ ‘nurturing,’ or ‘killer instinct’. Use non-gender-specific pronouns and highlight the diversity of your current workforce. By removing biases from your job descriptions, you'll increase the variety of applicants, expand your talent pool, and speed up the hiring process by finding the best candidates as quickly as possible.
Find out more about diversity in tech here.
Tech professionals know they’re in high demand, so it’s important to ensure you carefully curate your job descriptions with all of the above in mind. You need to provide learning opportunities, growth, flexibility, and benefits you think would matter to your candidates.
