Effects of Poor Job Descriptions on Talent Acquisition.
At times, it is observed that a lengthy and winding job description not only confuses the candidate but also drives the away from the position even before they begin to understand the role. Most often, a job description will find its place in the hands of the internal recruiter before being passed off to other sections without a check, this negligence on the part of the recruiters lead to dry and uninspiring job postings. The job descriptions that are posted on the job portals and job websites serves great purpose of not only representing the company brand but also executes an active role in shaping that brand by attracting suitable candidates who wish to partner with the employer brand. One of the prime objectives of the job description is to penetrate into candidate minds and bake them into the company culture giving them a brief idea of how it is to work and be associated with the company they are being hired to. One of the most common blunders that recruiters make is description errors; they tend to make it more about the company than the portfolio or vice versa. Any company of any dimension, big, small or medium has to bear the fact that unnecessary and inaccurate information can lead to chasing away of the candidates thus reducing the total number of candidates who even initiated the application process. Leaving the talent pipeline with fewer and lower – grade applicants. The above mention is just one of the many obstacles or challenges that stand in the path of the talent acquisition managers; however, each individual business has its own unique needs. Those encountering any such stumbling blocks during the recruiting efforts can apply the effective solutions and lead a smooth recruiting transition.