So much time is spent on creating an impact, that we often forget how important it is to share that impact in a compelling way.
As the CEO of a recruiting company, I’ll be the first to admit to being guilty of this trap.
When you’re responsible for the growth of your team, it’s easy to become overly concerned with what’s new: new roles you’re planning for, new candidates that are waiting to be reviewed, or new hires you’ve made that you need to onboard and support.
Of course, these things are all critically important – but once in a while, we need to stop and remember why we’re able to even think about new hires in the first place: our core team members who are keeping the rest of the organization afloat.
For most hiring managers–whether that’s your official title or not – recruiting is a hectic undertaking.
It involves a lot of procrastination and false starts, with disorganized to-do lists and long internal debates that never seem to answer the question of what to do next.
Let’s face it – looking for a job is almost universally a lousy experience.
As an active job seeker, the process is a nightmare: you spend countless hours searching for the right opportunity, put in lots of work to represent yourself in the best ways you know how (getting introductions, writing cover letters, customizing your resume, writing essays, etc.), wait week after week for a response, and don’t even hear back from most opportunities… let alone get useful feedback on what you could do to improve.
If you’ve never been formally trained as both a hiring manager and a professional copywriter, chances are that the job descriptions (JDs) you write are losing your very best candidates before they’ve even had a chance to understand the opportunity.
Here are five of the most common mistakes we see while helping hiring managers at high-impact companies to fine-tune their JDs.
Why This Matters: Hiring great people is one of the most important long-term investments you can make to ensure your organization’s success. But the problem is, recruiting new talent never seems quite as urgent as the fires you’re putting out right now. If you feel like you’ve been falling behind on your hiring plans, here’s a simple remedy to prioritize recruiting.
Why This Matters: You may have had terrible experiences with recruiters in the past – but could it be that it was actually your fault? If you’re planning on delegating something as important as finding and screening candidates for a key role, make sure you understand what they need from you to deliver great results.
Why this matters: Diligent hiring is critical to your team’s success, without a doubt. But do you need to micromanage every step? Learn what parts of hiring are safe to entrust to others, and which parts you must own to avoid costly mishires.
Why This Matters: Knowing the difference between when you should manage the recruiting process yourself and when you should seek help is the first step to staying sane and on top of your hiring goals.