How To Hire Your Perfect Next Employee Series: How to Create a Job Description

How To Hire Your Perfect Next Employee Series: How to Create a Job Description

Create a job description

This is the first post in the ApplicantStack series: Hiring Your Perfect Next Employee: The Ultimate Guide.

We’ll show you how to create and manage job descriptions with ApplicantStack Recruit.

Before we continue, let’s review where we are in the series:

How do you create a job description with ApplicantStack Recruit?

Before we answer that, let’s define a job description. So we know exactly what we’re talking about.

What is a job description?

A job description is a formal listing of the specific responsibilities and important details about an employment position.

A good job description will:

  • Define the job responsibilities
  • Reduce the applicant pool to those who qualify
  • Introduce the applicant to the company and its culture

Creating a job description is the first step in the hiring process. It’s critical to get it right. The job description is your first opportunity to attract qualified candidates.

It’s also the first step in your filtering process. A good job description will filter out applicants who  aren’t qualified. It should also discourage candidates who aren’t a good cultural fit. That way, you won’t waste any time on unqualified applicants. And poor-fit job seekers won’t waste time applying.

How to Write a Job Description

First, define the basic information about the position. This is easy: company name, job location, and job title.

Next, identify the specific skills and qualifications the position requires.

Describing job skills isn’t always straightforward. You can get ideas by searching the web for examples. LinkedIn, JuJu and CareerBuilder are all good places to see how other companies are doing it.

Keep it simple and to the point. Include enough detail to attract a good applicant pool. Make sure the description fits your company personality.

Here are the elements:

  1. Job location
  2. Job title
  3. List of job responsibilities
  4. List of candidate requirements
  5. List of desired candidate credentials
  6. Statement about company and benefits
  7. EEOC statement

Avoid acronyms, jargon, and overly-creative job titles. Be clear and concise. Don’t make it difficult for applicants to know if they want to apply. You might call your website manager a Digital Alchemist. Don’t do it in a job description.

Get Feedback From Every Member of Your Hiring Team

Get team input before you write your first draft. Talk to the hiring manager (if it’s not you), team lead, and some competent employees with the same (or similar) job. Solicit continuing feedback as you refine your job description. This is important. Be thorough at this stage and it will save you time later.

How to Create a Job Description with ApplicantStack Recruit

In ApplicantStack, you can start from a blank form or use the basic template. Using the template makes it easier when you want to create similar jobs.

Enter The Job Specifics

First, you open the jobs section from the main dashboard.

It looks like this:

 

Create a Job

 

 

 

Enter all of your information in the corresponding fields.

If you start from the blank form, it will open the ApplicantStack text editor. The text editor has all the necessary functions and is easy to use.

 

job description

 

 

When creating job descriptions, use the same basic layout for all of them. You will have a consistent brand across all postings and marketing channels.

Select the Job Owner and Hiring Manager

When you’ve entered your job description, select the job owner and hiring manager. ApplicantStack lets all members of your hiring team collaborate efficiently. By assigning jobs, everyone stays organized. Your team won’t waste time duplicating work.

Store Your Job Description

Once you have your job description ready, store it in a place that will be useful. With ApplicantStack you can create and store your growing library of job descriptions. Now they’ll be on-hand whenever you need them. You will never waste time searching for a job description you wrote last year.

In this video, you can see how easy it is to create a job description in ApplicantStack Recruit.

Let’s review the benefits of creating job descriptions in ApplicantStack Recruit:

  • Templates save time when creating and updating job descriptions
  • You can maintain a consistent layout for all job descriptions
  • Store all job descriptions in a central location
  • Access your job descriptions from any connected device
  • Quickly search existing descriptions regardless of the size of your job description database
  • Your hiring team can easily collaborate in the system

ApplicantStack Recruit manages all phases of the hiring process. Creating a good job description helps you hire your perfect next employee.

The Most Advanced Applicant Tracking Technology

With ApplicantStack Recruit, you can incorporate the best hiring practices with the most advanced applicant tracking technology:

  • Hire quality employees faster
    • Create templates for job descriptions, emails, applications, pre-screening questionnaires
    • Manage multiple job postings
    • Post to multiple job boards
  • Create custom hiring workflows
    • Assign users to tasks
  • Intelligent screening improves the quality of new hires
  • Track hiring KPIs
  • Create a pool of passive applicants
  • Maintain compliance with hiring laws

Our next post in the series will show you how to do pre-screener preparation.

Stay tuned! Our next ultimate how-to guide will show you how to onboard your perfect next employee with our integrated onboarding system: ApplicantStack Onboard.

Take a look at this entire series as an infographic!

How To Hire Your Perfect Next Employee Series: How To Do Prescreening Preparation

How To Hire Your Perfect Next Employee Series: How To Do Prescreening Preparation

Prescreening Preparation

This is the second post in our series: Hiring Your Perfect Next Employee: The Ultimate GuideIn today’s post, we will show you how to do prescreening prep in ApplicantStack Recruit.

Before we continue, let’s review where we are in the series:

What is Prescreening Preparation For a Job Posting?

Prescreening prep defines scoring criteria for filtering and hiring applicants.

These are the steps:

  1. Create an application and/or questionnaire in ApplicantStack
  2. Determine the scoring system for the questions in ApplicantStack

Why does prescreening prep come before posting the job? Once you begin the process, you are competing with other employers to find great candidates. Take the time up front so you don’t slow yourself down after the start.

Plus, you can still make changes to your job description if necessary because you haven’t already posted it.

ApplicantStack makes prescreening preparation quick and easy.

Create Your Perfect Screening Questions

You should have a list of job requirements from your job description. Using the requirements, create a questionnaire in ApplicantStack. The candidate will complete the questionnaire before you decide whether to interview him/her.

In the questionnaire form, write a question and answer for each requirement. The question should reveal whether a candidate meets the requirement.

ApplicantStack provides several ways to structure your screening questions:

  • Yes/No answer (binary choice)
  • Multiple Choice
    • Select One answer from multiple choices
    • Select Many from multiple choices
  • Essay-Type
    • Single-line Text
    • Multi-line Text
  • Enter Date
  • Choose File Type
    • Allows applicant to upload a file and designate the file format
  • Electronic Signature

ApplicantStack allows you to create the ideal questionnaire for your hiring needs.

Apply Scoring Criteria For Job Applications

In ApplicantStack, you create scoring rules for resumes, applications, and questionnaires. There are two ways to score each question: 1. Assign a numeric point value or 2. Designate it as a knockout question. You can also apply scoring rules to keywords in resumes.

ApplicantStack Recruit Automates Candidate Scoring

When the applications start coming in, ApplicantStack will score them automatically using your rules. The system will calculate a total score for each applicant. This serves as a first pass assessment of the candidate’s match to the position. It will also eliminate applicants with knock-out questions.

Questionnaires and scoring in ApplicantStack make it easier for you to focus on top scoring candidates.

Work Efficiently as a Team in ApplicantStack

Make sure that you alert the people on your team who will be involved in the evaluation and selection processes. They need to know:

  • The evaluation criteria
  • Their roles and responsibilities
  • How the process will work
  • How to keep the process moving

ApplicantStack streamlines the entire process. It also creates the ideal applicant journey. You can see the scoring criteria in the system. Workflow checklists show where each applicant is in the process. Assign tasks to team members so everyone knows what they are supposed to do. Each member of the hiring team can add notes for all to see.

To recap, here are the benefits of doing prescreening prep with ApplicantStack Recruit:

  • ApplicantStack automatically scores applications and questionnaires
  • ApplicantStack eliminates unqualified candidates before you spend time on them
  • By automating the scoring process, you can spend your time focusing on the top scoring candidates
  • ApplicantStack questionnaires help create an ideal applicant journey

In the next post in our Hiring Your Perfect Next Employee: The Ultimate Guide series, we will show you how ApplicantStack posts to the top job boards.

Take a look at this entire series as an infographic!

How To Hire Your Perfect Next Employee Series: How To Post To Job Boards

How To Hire Your Perfect Next Employee Series: How To Post To Job Boards

Post the Job

This is the third article in our How To Hire Your Perfect Next Employee Series. In today’s post, we will show you how to post to job boards with ApplicantStack.

Before we continue, let’s review where we are in the series:

You’ve created your job description and your prescreening is in place. Now it’s time to post to job boards. Posting jobs manually is a long, tedious process.

Challenges of Posting Jobs

  • Which job boards and career sites should I post to?
  • How can I speed up the process of posting to each job board?
  • How can I manage the logins and passwords for multiple sites?
  • How can I track applications from multiple job boards?
  • How can I keep track of applicants in the hiring process?

ApplicantStack Makes Job Posting Easy

ApplicantStack makes it easy to manage this step in the hiring process. You can post to all of your favorite job boards at once. This includes your public and internal job boards.

ApplicantStack Manages Your Logins

ApplicantStack manages your logins so you don’t have to log in and out every time. Single signon is a huge timesaver when posting jobs to job boards.

Which Job Boards Does ApplicantStack Post To?

  • Indeed
  • Glassdoor
  • Google for Jobs
  • Juju
  • LinkedIn Limited Postings
  • CareerBuilder
  • Monster
  • Dice
  • ZipRecruiter
  • Niche sites

Note that the paid sites are enabled by inputing your account information. ApplicantStack will also post to your company career page and social media sites as well.

ApplicantStack Supports Niche Sites and Emailed Job Postings

In ApplicantStack, manual posting links allow you to post jobs to niche sites like Craigslist. You can also email a job posting from the system.

ApplicantStack Supports Internal Recruiting

Internal recruiting provides many hiring benefits. In ApplicantStack, you can set the job to post internally first. Choose the number of days. After this period, the job will post to the 3rd party job boards you’ve chosen.

Multiple Application Options

When someone visits your job posting, they can apply, refer a friend or apply using using their LinkedIn profile.

ApplicantStack Makes It Easy For Applicants To Upload Resumes

Candidates are prompted to upload their resume via a local drive, Google Drive, or Dropbox. Many job candidates will view your posting on a mobile device. The resume upload options make ApplicantStack mobile-friendly. Mobile support is an important element in the ideal applicant journey.

ApplicantStack Pulls Contact Details From Resumes

Contact details are parsed from the resume and input into contact data fields in ApplicantStack. You won’t ever need to manually input contact information again.

Filter Candidates With Custom Questionnaires

When the candidate applies, they are presented with a custom questionnaire associated with the job posting. The responses are automatically scored using your scoring rules.

Equal Employment Opportunity Commission (EEOC) Questions

If you choose, ApplicantStack presents EEOC questions. Answers remain private and only accessible via a summary report and not by the individual candidate.

ApplicantStack Notifies Both The Candidate And The Hiring Team

Upon application, the candidate will receive an email acknowledging receipt of the application. The software also notifies the internal team that a new candidate is ready for review.

How Does ApplicantStack Simplify Job Posting?

  1. Post to chosen job boards at the same time
  2. Organic and paid postings
  3. Use a single signon for multiple job board accounts
  4. Applications from all sites flow into ApplicantStack for centralized management
  5. Automated applicant notifications
  6. Automated hiring team notifications
  7. The system parses candidate contact information from the application—no manual data entry
  8. Custom questionnaires filter applications immediately
  9. Supports internal recruiting

How Does ApplicantStack Create an Ideal Applicant Journey?

If you want to find quality employees, you need to create an ideal applicant journey. ApplicantStack creates a positive experience for the candidate throughout the recruiting process.

  1. Applicants can upload resumes from their local drive, Google Drive, or Dropbox
  2. Applicants can apply from their mobile device
  3. Applicants can apply with Indeed or LinkedIn
  4. Questionnaires presented with the application introduce your company to the candidate
  5. The applicant receives a confirmation email immediately upon application

Our next post in the series How To Hire Your Perfect Next Employee: The Ultimate Guide, we will teach you how to do candidate screening.

Take a look at this entire series as an infographic!

How To Hire Your Perfect Next Employee Series: Candidate Screening

How To Hire Your Perfect Next Employee Series: Candidate Screening

Initial Screening

Welcome to our series How To Hire Your Perfect Next Employee: The Ultimate Guide. In today’s post, we describe how to do candidate screening with ApplicantStack.

Before we continue, let’s review where we are in the series:

Everyone wants to find the perfect hire. But finding that perfect person in a pile of applications can be daunting.

Manual candidate screening is one of the most difficult parts of hiring. How do you review hundreds of resumes and applications? How do you find the perfect applicant before your competition does?

What Are The Challenges of Manual Candidate Screening?

  • Creating effective scoring criteria
  • Isolating a pool of qualified candidates quickly
  • Keeping track of applicants from multiple job boards
  • Tracking each applicant in the hiring process
  • Filtering out unqualified candidates
  • Collaborating with your hiring team

Scoring applications with ApplicantStack is ridiculously efficient.

ApplicantStack shines a spotlight on the best candidates by automatically scoring them.

Manage Applicants in a Central Dashboard

All applications come into a central dashboard. ApplicantStack scores the applications based on your criteria. Immediately.

No more printing and sorting. Everything is digital and accessible wherever you and your hiring team are.

With ApplicantStack, you won’t have to:

  • Print resumes and applications
  • Sort through stacks of paper applications
  • Worry about losing track of candidates
  • Waste time on unqualified applicants
  • Duplicate processes among your hiring team

Sort Applicants By Score

In the applicant dashboard, sort the applicants by score to see the highest scoring candidates at the top and the knockout candidates at the bottom.

Review The Applicant’s Summary and Resume

Select the top candidate on the list to review the candidate’s summary, source (where they applied from) and resume. You can also see how the score was calculated.

Move Applicants Quickly Through The Hiring Process

If the candidate is a fit for the job, send them to Manager Review. If not qualified, mark the candidate as Do Not Pursue. A candidate can also be fast tracked. Continue through the list to process all candidates.

ApplicantStack Auto Notifications

You can set up automatic emails to candidates as well as internal team notifications.

How Does ApplicantStack Expedite Candidate Scoring?

  • Create questionnaires with custom scoring criteria
  • Knockout questions eliminate unqualified candidates
  • Identify a pool of top applicants quickly
  • Assign tasks to hiring team members
  • Checklists show where each applicant is in the hiring process
  • Manage applicants from multiple job boards from a central dashboard

In our next post in the series How To Hire Your Perfect Next Employee: The Ultimate Guide, we will show you how to schedule interviews.

Take a look at this entire series as an infographic!

How To Hire Your Perfect Next Employee Series: How To Schedule Interviews

How To Hire Your Perfect Next Employee Series: How To Schedule Interviews

Schedule Interviews

Welcome to our series How To Hire Your Perfect Next Employee: The Ultimate Guide. In today’s post, we describe how to schedule interviews with ApplicantStack.

Before we continue, let’s review where we are in our series:

The Challenges of Interview Scheduling

Manual interview scheduling is a logistical headache. It is also a bottleneck in the hiring process for many companies. There are just so many moving parts. There’s the applicant’s availability. Each member of the interviewing team has schedule constraints.

How do you get all of your managers and applicants scheduled for an interview without all the back-and-forth of email confirmations and schedule alignment?

Barriers to Applicant Communication

If you’re trying to schedule by phone, you may have to make several attempts. Manual emails are error-prone. Listing the wrong time is easy to do when you’re sending dozens of emails out simultaneously. When an applicant needs to reschedule, the chaos starts all over again.

ApplicantStack Schedules Interviews Brilliantly

ApplicantStack makes scheduling interviews a breeze. You can even give candidates the power to select a date and time that is mutually available.

How ApplicantStack Automates Interview Scheduling

ApplicantStack integrates with Google Calendar and Office 365. You have two ways to schedule: you can choose a time or allow the applicant to select an interview time from pre-cleared calendar slots.

If you enable applicant self-scheduling, the candidate will be emailed a link to your scheduling calendar. When they follow the link, they will see your interview calendar. They can only schedule during a slot your hiring team has already designated.

The benefits of ApplicantStack automated interview scheduling:

  • Improves the applicant experience by allowing self-scheduling from a connected device
  • Decreases time-to-hire by eliminating back-and-forth calls and emails
  • Reduces abandoned applications due to schedule confusion
  • Allows your hiring team to focus on top candidates instead of manually scheduling interviews

Automated Interview Scheduling Improves The Applicant Journey

It’s getting tougher and tougher to find quality employees in today’s labor market. To be competitive, you need to provide an exceptional applicant journey. Confusing interview scheduling downgrades the applicant journey quickly.

Automated interview scheduling with ApplicantStack strengthens your company brand. You are less likely to lose an applicant due to a clunky interview scheduling process.

Thanks for checking out our series How To Hire Your Perfect Next Employee: The Ultimate Guide.

In our next post, we will discuss how to efficiently collect feedback from members of your hiring team.

Take a look at this entire series as an infographic!