An engaging and effective job description is vital to attracting the perfect digital marketing or ecommerce candidate. This can be done by remembering to include not just skills and experience but cultures, values and benefits, too.
Creating this perfect balance in your job description will ensure you hire the best digital marketing or ecommerce candidate for your company.
With the right tips and guidance, you can create the ideal job description to attract a diverse range of top-quality candidates.
This blog will help you do so as it takes you through 9 tips to create the perfect job description to attract digital marketing talent.
Get the title right
You should make the title of your digital marketing or ecommerce job description specific. Job titles are more effective when they are specific and targeted rather than generic. When curating your job description, be precise and include keywords and phrases that accurately illustrate the role.
You should also keep in mind that not everyone will understand internal jargon, so this should be avoided in your digital marketing or ecommerce job description. Limit language that may confuse potential candidates.
2. Begin with a short and engaging overview
Your digital marketing and ecommerce candidates want to see what the advertised job entails without having to sift through a lot of information straightaway. This job description overview should be 1-4 sentences and provide a summary of the job’s main requirements and functions.
You should then explain the digital marketing or ecommerce role’s larger contribution to the company and society. The job description should aim to answer the question, “How does this job position contribute to making individuals’ lives better?” Or “How does this role solve current business or social issues?”
3. Mind your language
Don’t use over-the-top language in an attempt to ‘impress’ candidates when creating your job description. All this will do is deter the majority of potential digital marketing and ecommerce candidates. You may lose out on securing talent.
For example, “best of the best” or “off the charts” may prevent digital marketing and ecommerce candidates from applying for the position. This is especially relevant for women applicants or underrepresented minorities, but also men.
Individuals who don’t necessarily brag about their abilities may not categorise themselves in this way. Therefore, they’d be less likely to apply to this job description.
4. Target growth and development
When discussing the responsibilities of the digital marketing or ecommerce job role, don’t just list a range of mundane, day-to-day tasks. In your job description, limit the responsibilities to 5-7 bullet points describing the key job functions.
You should also link the main responsibilities to the business objectives in the job description. Make the potential digital marketing and ecommerce candidates want to get involved and be part of growing the success of the company. Candidates want to know they can make a worthwhile contribution and be excited about the future.
5. Involve current employees
The best way to portray the experience, skills, and culture of the digital marketing or ecommerce job position is to ask current employees. Doing so enables the job description to reflect only criteria that are necessary for the job.
Creating the digital marketing job description using current employees also allows them to highlight certain skills that can be learned on the job, maximising the number of diverse applicants.
Involving current employees when curating the digital marketing job description also allows you to rule out non-negotiable skills/ requirements. For example, a certain number of years of experience with a particular technology.
6. Skills
When creating your digital marketing or ecommerce job description, remember to include both the hard and soft skills required for the role. Keep the list concise so you don’t risk dissuading potential digital marketing or ecommerce candidates from applying.
Keep a balance between advertising the necessary hard and soft skills needed to succeed in a job role. While hard skills such as a degree, typing speed, or an industry-specific qualification may all be important for your job role, soft skills are equally relevant. Make sure to highlight the main soft skills required and portray their importance in your job description. This will ensure you attract a well-rounded digital marketing or ecommerce candidate.
7. Culture
In recruitment, culture is one of the most important elements to keep in mind. Everything will come down to a candidate asking themselves whether they’re a good fit for the role and if they’ll enjoy working there. Therefore, the job description must include the company’s culture.
This can be shown in the job description by highlighting workplace bonuses, perks and benefits. For example, does the company offer free food? Is there a gym on-site? Flexible schedule? Happy hour Fridays?
8. Salary and benefits
Quality candidates will be looking for a job role that meets their salary requirements. You should include the salary range in your job description to attract the top digital marketing and ecommerce candidates.
Similarly, top candidates will know the benefits they need/prefer from an employer. Make sure you make the benefits of working for your company clear. This will encourage more candidates to apply as you’re advertising attractive rewards and benefits.
For example, does your company offer free onsite parking, unlimited holidays, or tuition reimbursement? If so, make these prominent in your digital marketing or ecommerce job description to attract the perfect candidate.
9. Be creative
Candidates will spend a lot of time sifting through job adverts. It’s important to use creativity and imagination in your job description to capture the attention of potential digital marketing and ecommerce talent.
Using visual components and making your job description memorable means the advertised digital marketing or ecommerce role will stand out and attract top talent.
The best job descriptions will provide potential candidates with the reality of the role and the necessary skills required whilst advertising the benefits and development opportunities available to them.
