http://www.redcanary.ca Red Canary is an online publication that connects Canadian software professionals to what matters to them: intriguing companies, big ideas, the leading lights of their industry and the means to accelerate their careers. Thu, 02 Sep 2010 15:43:08 +0000 en hourly 1 http://wordpress.org/?v=3.0.1 Red Canary is an online publication that connects Canadian software professionals to what matters to them: intriguing companies, big ideas, the leading lights of their industry and the means to accelerate their careers. no http://www.redcanary.ca/?p=2467 http://www.redcanary.ca/?p=2467#comments Mon, 10 Mar 2008 14:13:07 +0000 Red Canary http://www.redcanary.ca/?p=2467 http://www.redcanary.ca/?feed=rss2&p=2467 0 This is a fabricated blind date between a job description (JD) and a potential candidate (TS). TS: Hi there! I’m Trevor, nice to meet you JD: Yes it is. Before you sit down I have a list of things you need to be able to do. TS: Sorry? (reads bulleted list of responsibilities) Uh, well I can do all of these things. I even… JD: Wonderful. As part of your dating obligations you’ll be expected to take care of my essential needs — creativity and innovation are important to me. You also need to work hard, because I’m the best date that you’re going to find. I’m such a knockout that I don’t even shave my legs. TS: So that’s what was in my drink. You know, I’m really looking for a relationship where I can build on what I’ve learned and explore some new ideas with the right partner. JD: Don’t worry, I’m incredibly dynamic, fast-paced and challenging. It says so right on my t-shirt. TS: You know, you remind me of an ex of mine… JD: That’s hardly the positive attitude I’m looking for. This relationship requires a ‘can-do’ approach and great communications skills. You need to innovate and be creative while you work independently in a team. TS: You said some of that already. JD: It’s important that you understand my needs. TS: Your needs sound like everyone else’s. What about me? How will we grow and what will we share? JD: This isn’t about you. I’m a stunning success story, haven’t you heard? I just put out a press release! TS: That’s great, but what are you like JD: Look, you’ll love meeting my demands. Please show me your qualifications. TS: Oh hey! I forgot about my double root canal, I have to run. JD: When you come back we’ll evaluate your suitability. Do you have strong problem-solving and communication skills? TS: Cheque please! (runs away) JD: Call me! (shouting) On second thought, just send an email to this generic address! Sound familiar? It should, because 90% of technology job descriptions are a lot like a bad blind date. They say the same things — in the same vaguely selfish way. In fact, the impression I get from most job descriptions is that I’d be joining a work gang in service of the great leader. My guess is that a parallel of this scenario plays out out on tech job boards and career pages across the country. Viewers click. They scan. They leave. It doesn’t have to be this way. Four ways to improve your job ads • Write down what your role offers the ideal person. Create a paragraph with that information and call it ‘The opportunity’ • Don’t say what you want them to do. Say what they will get to do • Speak in second-person (you’ll) so that they can visualize themselves in the role • Talk positively about your company and its recent wins or product developments What HR can learn from Advertising There are headlines left, right and centre about Canada’s technology talent shortage. So how do you succeed in a lean market? By differentiating. Most technology job descriptions do not differentiate, they ignore three golden rules of advertising: 1) Identify your ideal (target) candidate 2) Put yourself in their shoes 3) Speak to their specific needs and desires (make it more about them and less about you) And if I might add my own pet peeve: 4) Speak well But a job description isn’t advertising! Yes, it is. Particularly when there’s slim pickin’s in them thar fields. A job description is the first (and usually only) contact between your company and your ‘perfect’ candidate. It’s an advertisement for the position and indirectly for your entire company. If you were to have a conversation with a candidate, would you read a job description aloud to them? Of course not. You’d tell them what they’d be working on, introduce them to who they’d be working with, and generally try to help them feel positive about the role. Why don’t job descriptions do that? Most technology jobs ads read like instructional movies from [...] This is a fabricated blind date between a job description (JD) and a potential candidate (TS).