Job Description Trends That Will Own Our Attention In The Next Years

Here’s a worrying fact.

High employee churn rates are a major problem for businesses but it has become worse following the COVID-19 outbreak.

So, how do you address this issue?

By hiring new employees – and the ideal recruits get attracted only with a proper job description.

Job Description Trends That Will Own Our Attention In The Next Years

Job descriptions often are referred to as the powerhouses of HR paperwork, and with good reason.

When carefully constructed, they are used as the basic components for effective manpower planning, salary as well as grade establishing, and achieving compliance obligations. They also serve as a vital element in performance evaluations, staff career progression, and recruitment.

Job descriptions frequently are updated in tandem with performance evaluations or as an aspect of the hiring procedure to fill positions.

Even so, since many companies are requesting their employees to take on additional work due to cost restrictions caused by the outbreak, now would be a good time to evaluate these records.

However, to update your job descriptions, it’s crucial to consider the current trends ruling the job market – something we will discuss in this article.

5 of the most notable job description trends to look out for in 2022 and beyond

Here is our checklist of the five major job descriptions that will rule the market in the coming years.

  1. Mentioning the key specifics of the role

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Each job description must be derived from the findings of a comprehensive job research performed collaboratively by human resources personnel, managers, and staff members.

Job descriptions must also define the valid minimum skills and qualifications necessary to undertake the job and it should assist to rationalize the role’s exemption status as and when required, in addition to specifying the designation, job grade, remuneration, and compensation.

Other role precise details should also be included, including success criteria and role expectations, context and restrictions of leadership, hours, work location, and transportation requirements.

Where can staff members perform their duties?

How will you compensate people who will be dispersed?

How can you maintain the very same engagement levels with a more dispersed workforce?

And how can you effectively train new employees to work in this novel manner? All these are issues that companies are currently dealing with, and finding new solutions to them is an ongoing process.

Managers should be involved in upgrading job requirements, performance standards, and competencies, especially for solo HR professionals.

They can focus on ensuring that your job postings are fully updated and also helpful for crucial HR needs like compensation benchmarking.

For a new role, when you create a job description,  first analyze the business necessities or why the position is essential. Then, create a simple procedure for highlighting what is required in your job description in order to accomplish the most significant results.

  1. Using job description templates

In a digital age where things are becoming automated and time is a valuable resource, another trend that will dominate the market is the usage of readymade templates.

For instance, Homerun’s content creator job template is a well-researched digital content creator job description tool that’s bound to spark the interest of great candidates. The template follows guidelines, tips, and tricks that have been proven to attract qualified and diverse talent.

Readymade templates enable you to produce stunning, impactful, and contemporary job postings with ease. Personalized fields, questionnaires, and assignments allow you to customize each job application form to your specific needs.

In fact, the purpose of job description templates is to select the most suitable applicant and save hours when designing position descriptions for fresh openings or attracting people into existing roles.

The prerequisites for job roles in such templates will also assist current professionals in identifying their own individual profession and training objectives, in accordance with the international expansion of career-related skills.

On an individual basis, it also might aid in interview preparation because it describes the skills requested by businesses.

These templates additionally include substitute job descriptions, major areas of obligations, classic tasks, and preferable technology and managerial skills.

They provide a helpful framework for both composing work requirements and ranking key preferred and crucial skill sets in the interviewing process.

  1. Know the difference between job postings and descriptions

Using job descriptions as postings is among the biggest errors HR practitioners make.

There is a major difference between job posts and descriptions and they should be regarded as such in even modest HR departments.

A job posting is used by a firm to sell its brand image and a vacancy whereas the job description is used to enforce compliance. It encompasses the job’s important functions, credentials, and physical demands.

Job descriptions ought to include the consequences for which the position is willing to take responsibility, why the results are essential to the organization, and the values of the company.

Stated values provide staff with clarity on what they ought to be concentrating on or how it adds to the company ’s strategic goals. It inspires them to excel.

Another common fallacy that HR departments make is composing job descriptions that are overly verbose or complex.

It can lead to ungainly laundry checklists of duties, skill sets, and activities that may or may not be applicable to main performance results.

Fixate on simplification and the bare minimum of tasks to achieve the role’s expected objectives. Don’t, for instance, necessitate an unneeded degree or years of work experience.

  1. Incorporating video clips and media

Incorporating video clips and media

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Your job description alone will not attract top talent. So, when creating your job posting, make sure to highlight what it is like to work for your organization not just narratively, but visually as well!

Please note that for many individuals, the decision to apply someplace is an emotional one. The first impression they have of your company’s culture is what will win them over.

And videos plus media play a huge role in creating an enticing job description. In fact, according to research, job descriptions with embedded video clips are viewed 13% more than those without.

Likewise, when businesses include a clip in their job adverts, they receive a 34% increase in application rate.

Such findings could be due to the fact that videos tend to show the real stuff rather than merely stating what your firm is all about.

Recruitment videos are far more efficient, interactive, and productive in attracting more applicants.

Employ freelancers to film and tweak your video content. They have prior experience developing hiring stories and advertisements for a convincing recruitment campaign.

A little rephrasing and some creative subtitles are all that is required to remove the stress and complexity from descriptions.

A modern communication specialist is more upbeat and enticing to the ear than a conventional communication.

The rewritten, media-rich job description also reflects a fun and enjoyable work environment. Businesses that are not overly rigid and stringent in these areas will undoubtedly have more candidates who are interested lined up.

  1. Focusing on inclusivity

Even though job posts and descriptions should never be confused, they can work together.

For instance, well-penned job descriptions could be utilized to generate job postings that reinforce a firm’s focus on diversification, equity, and inclusiveness in its recruitment methods.

As per research, job seekers who face one or maybe more obstacles to getting jobs, including a difference in employment history, regular career changes, or little professional experience, are especially vulnerable to partiality in recruiting procedures.

Employers must carefully consider how they access all demographic groups and also provide equal access to opportunities.

Focusing on abilities is one strategy to raise inclusivity; in addition to hard skills like technical knowledge.

Consider soft skills like decision-making and problem-solving, which are easily adaptable throughout many jobs or businesses.

In addition, pay attention to contextual performance, including the capacity to collaborate and behavioral patterns that can make a contribution to the company’s culture.

Employers can also promote more inclusive hiring and create a level playing field by shortening job descriptions and emphasizing experience levels instead of years of work experience.

Women, for instance, are less probable than men to seek employment if they do not meet all of the requirements.

A lengthy list of must-haves inside a job posting could deter numerous qualified candidates from applying because they may believe they cannot meet every requirement listed.

While job descriptions focus on capabilities, job ads are dense with descriptors. There are many excellent tools available online that can assist you in removing gender-specific or noninclusive dialect from your job adverts, ensuring that you attract a diverse candidate pool.

Conclusion

Here is all you need to know about the major trends that will rule the market in the future and which you should consider while designing a job description which will pique the curiosity of applicants. Not just any contenders, but those who will be a great asset to the team!

If you are using one or more of our job description tips to write your own, you’ll receive applications that will impress you.

You’ll also be one step closer to getting your new recruit!

Francis Nwokike

Francis is a Social Entrepreneur. Love discussing new business trends and Marketing tips. A Startup consultant. Will help you grow your business online.

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