TZL 1525 (web)

JEREMY CLARKE , from page 1

Give them a compelling but authentic headline. Flourish it a bit, just don’t make it sound cheap and overdone. Instead of just listing “Project Manager” as the headline you could try something like, “Seasoned Civil Engineer for Iconic Projects.” Don’t use headlines like, “Seeking World-Class, One-of-a- Kind Project Manager.” That just sounds cheap and overdone. People will smell that a mile away. Follow up the headline with a brief, easy to read summary of the position. 2. Entice. Begin the first narrative with a personable and compelling introduction to your firm and limit it to one brief paragraph (yes, just one!). This section serves as a virtual handshake to a candidate, so get rid of all the cold, prescriptive language. It should grab the reader by the shirt collar, captivate him or her, and make it plain to them why they would be an idiot not to want to work here. Let them know at the outset that you’re an extremely selective firm and that in an effort to preserve your highly potent team the majority of candidates won’t qualify. Marginal candidates will be warded off and the best candidates will see it as an enticement to compete. 3. Inform. Present a clear but succinct picture of the position, remembering that at every turn you’re trying to create something compelling for the reader. The job details don’t need to be an HR-esque Magna Carta with endless bullets regarding responsibilities, qualifications, and expectations! Good candidates will already know key tenets of the position and bad candidates can easily be weeded out with knockout questions inside your online application process. The most potent job descriptions adopt a balanced marketing-oriented tone aiming to excite while informing potential candidates. 4. Direct. This is the final segment of the job posting where you give instructions for applying. But don’t lose the opportunity here to a create a compelling climate of achievement for him or her (and simultaneously ward off irrelevant candidates). Something to the effect of: “Exceptional candidates are encouraged to apply via this link. Note candidates not having licensure and a minimum of five years relevant and progressive project management experience in a civil infrastructure context will not be considered and need not apply.” It’s direct but necessary. Please, gather and burn all your current job descriptions (unless of course you’re the “I prefer familiarity over the hard work of innovating” type). Let’s imagine an industry together where candidates can explore positions without needing a decoder ring. A world where employers can express their needs without resorting to thesaurus-induced headaches. The call for radical simplicity in job descriptions is a call for compelling authenticity, a recognition that the heart of a role can often be captured in a few well-chosen words. P.S. Check out this link to see a sample suggested job posting format. Jeremy Clarke is the director of executive search and recruiting at Zweig Group and the CEO of Emissary Recruiting Solutions. Contact him at jclarke@zweiggroup. com.

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THE ZWEIG LETTER FEBRUARY 19, 2024, ISSUE 1525

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