Start with the job description if you want to draw in a large pool of candidates for your vacant position. Although an effective description won’t draw in more applicants, it will draw in better ones! The outcome? Sorting through resumes will take less time!
Consider it a blueprint. The rest of the hiring process will go much more smoothly and swiftly if you give the job description some thought. Always start with the heading. Make it brief and straightforward.
For instance, if you need to write a job description for an aviation engineer, you must start with the position’s title, primary duties, skills required, and educational requirements. Make sure to include a list of the job’s most critical components while writing the job description. Make it engaging and address the prospective applicant! It is acceptable to discuss ongoing projects and daily duties; sell the position by describing what it would be like to work in it. You can direct the applicant to the department website to learn more.
Keep in mind the following advice when creating a job description:
Companies place a lot of emphasis on job descriptions since they serve as the first impression for potential employees. The most important duties should be listed in job descriptions, but they must also promote the company’s values and the advantages of joining your team.
The greatest advice for creating a job description that manages the expectations of potential employees is provided below. To guarantee that you’re attracting the kind of applicant who genuinely comprehends the position and desires to work for your business, heed this advice.
- Write Short, Compelling Copy
It must be concise, powerful, and convey the essence of your company. Lessen your concern for the procedural aspects of the job and focus more on the important components that attract candidates, such as your basic principles, core values and success-enhancing competencies.
The leading name in Aviation Industry, Airbus sets out the perfect example of a short, compelling job description for a Flight Control testing Intern.
“At Airbus UpNext, we explore technology for sustainable, autonomous and connected applications in flight. By doing so, we are actively shaping the future of the aerospace industry.”
This part gives candidates the perfect idea of what Airbus does.
“We use demonstrators as the principal means of evaluating, maturing and validating new radical technological breakthroughs. We integrate and test the technology and help shape the foundations for infrastructure and flight regulations, enabling Airbus to aim for a better-connected, safer and more prosperous world.
Our eXtra Performance Wing demonstrator using a Cessna Citation VII business jet platform will test wing aerodynamics and performance to reduce future aircraft CO₂ emissions. Next step? The integration of some very special wings inspired by nature! These new wings will be controlled by the state-of-the-art flight control system and a remote controllable flight management system, which will be tested on a ”hardware in the loop simulator (HILS)” before its integration into the A/C.
This part beautifully outlines the key aspects of why the candidate should be interested in the role.
We are looking for a Flight Control Systems Testing intern to be a part of the eXtra performance WING team for a period of 3 to 6 months, starting in January (ideally) or March 2023 (latest).”
- Keep it simple, straightforward and original
Experts advise staying away from patterns and using job descriptions that are copied from the Internet. When drafting a job description, employers must consider the ideal candidate for the business. What abilities are required to solve a certain problem? We would advise creating a job description that is manageable and full of information. Candidates may need clarification on the required list. The Airbus Job description shared above is the true depiction of this point. It is simple, concise, and original and does not bore the candidates with unnecessary or repetitive details.
- Make a distinction between desired and necessary skills
Inform the job applicant that the abilities listed in the requirements section are desirable and valuable, not that the chosen individual must be adept in all of them. Adopting this attitude can encourage more women and individuals from underrepresented groups to apply. You can also show all applicants that the position has space for growth and that your company has a helpful learning culture.
Aviation engineers may need a variety of skills, such as thorough attention to detail and a systematic approach to work; strong technical knowledge of aerospace systems and manufacturing; the ability to think creatively and innovatively, especially when developing designs; problem-solving and analytical skills for dealing with repairs; and a level of commercial awareness and knowledge of the aerospace industry. Whereas the desirable abilities may include; effective communication and coordination with coworkers, the capacity to operate under pressure with drive, aptitude for organisation and time management and the capacity to deal with new demands and difficulties
- Get Opinions From Current Staff
Invite existing workers to examine job descriptions and offer comments on the style, vocabulary, and level of detail used. Your job descriptions are more likely to draw the right candidates if they accurately reflect the organisation’s culture and the demands of the position. As part of the onboarding process, a thorough discussion of the job description with the new employee is required.
- Take Three Particular Considerations
When creating a job description, keep the following three things in mind: “Can do,” will do,” and “will fit” elements. You can assess if an applicant is capable of the job based on their resume and recommendations. List tasks or activities the candidate is most likely to “perform” instead of “additional jobs given.” Finally, be honest when describing the corporate culture to help determine whether a candidate will fit.
- Use Language That Is Inclusive
Establishing a relationship is essential if you want a prospect to consider working for your company. Make sure your job descriptor wording is inclusive. It emphasises both access to opportunity and a positive working environment and culture (which is less of a “desire” and more of a “need” these days) is the first step in accomplishing this and reaching the broadest candidate pool possible.
- Specify Expectations Clearly
Internal job descriptions are the basis for many stages of the personnel lifecycle, including hiring and performance development. A summary of the function and responsibilities, qualities, and minimal credentials are included in the job ad, a marketing version of the job description that is shorter and offers more precise expectations.
- Revision of Job Descriptions
Every time you publish a position or at the start of a new year, update the job description. To learn what has changed over the previous 12 months and how the job description aligns with their day-to-day work, consult internet resources, recruiting managers, and the people who perform the position. The daily roles, for instance, can comprise
Ensure that the job descriptions’ requirements and the employees’ yearly evaluations are in line.
- Be specific and true to your brand
For businesses, job descriptions frequently take on a formulaic nature and are routinely updated rather than rethought. Make sure your writing style reflects the character and culture of your business. You risk alienating candidates if the job description reads too formally compared to the tone of your business.
- Emphasise the Cool Elements Of Your Job
A job posting is only sometimes limited to a dull job description with a long list of duties. Consider job postings as a marketing opportunity to promote the culture of your business. Give them the good, terrible, and ugly to establish a realistic preview of the role, just like we did during interviews.
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