As the market for software developers continues to favor the candidate side, companies are looking for every edge possible in their recruiting game. One element that does not get the attention it deserves as a potential “closer” for a great candidate is the approach to writing job descriptions. A great "JD" can help attract the right candidate to your company yet is rarely looked at with that lens, typically it is used to deter unqualified candidates. Many times this approach leads to deterring great candidates along with the bad; not ideal.
Here are BWBacon group we believe in feedback loops and we have been interviewing some of the top-tech-talent in our network to find out what matters most to them in their career journeys. We asked them all the same 25 open-ended questions and then reviewed their answers to see what themes repeated in their wants, needs, etc… The data was incredibly revealing and we hope that these pointers will help you craft successful technical job descriptions.
Sometimes we are too focused on skill requirements in JD’s, essentially using the job description as a top of funnel qualifier which you do have to do to a degree. In the modern tech market, it needs to be equally balanced as a funnel-filling tool that is selling the candidate on your company as well. There are some really important sub-texts that really drive home the value of a job at your company. Let’s not allow those to be sub-texts, instead find ways to lead with them in every job description you write.
Here at BWBacon Group, we know and live what you are experiencing as an employer or job seeker in Denver, Boulder, Dallas, San Francisco, New York City or any of the other cities we work in. We believe great recruiting starts and ends with understanding people.
If you have any questions about living, working or playing any of the areas we serve, please contact us. We are happy to help. Seize the day, every day, that’s what we say!