6 Tips for Better Procurement Job Descriptions

If you want better candidates for your open procurement positions, start with a better job description. Hiring great talent starts with a practical, inclusive, and accurate job description.

A job description is essentially marketing for the open role. Like any marketing strategy, you have to start with who you are targeting, why should they care, and what response you desire. The posting is the first impression of your company and departmental culture. The words and phrases you use matter. The job posting sets the stage for the kind of candidates you can attract and, ultimately, who will be awarded the position.

In a recent Indeed survey, 52% of job seekers say the quality of a job description is very or extremely influential on their decision to apply for a job.

Writing a job description shouldn’t be a chore to pass off to a junior person. Or pull up the description from the last time you posted the job years ago. The job market and candidate expectations are different now. When you’re drafting the position description, keep these five things in mind:

First Things First

Use a clear, concise title that accurately reflects the position, and start with a brief introduction to the job.

Don’t say you’re looking for an analyst at an analyst salary and list manager-level duties. People see through that quickly.

Showcase your culture and the job. Tell people why they should apply. Show them why the job is more than a job. People want to work at a company where they feel like they can make a difference in ESG performance.

Job seekers search listings by title, so make yours count. Don’t use internal jargon like Analyst IV instead of senior analyst.

Be Engaging

Skip cliches and corporate jargon. Nobody believes you’re looking for a rock star or a ninja. A real rebellious soul wouldn’t last long at most companies.

Be authentic and interesting. Write the way you’d tell a friend about the job. What makes it cool and exciting? How can you grow in the role? Try to reflect the tone of your culture. An investment bank will sound different than a tech start-up.

Convey a sense of urgency using active voice and action-oriented words, indicating that the job is essential.

Consider Inclusiveness & Bias

Inclusion starts with the job ad and the application process. Consider how you can make the application process more accessible. Take a look at benefits packages to see how they may be attractive to people with various personal and family situations.

Look at the words you use and the list of skills and training. Are you willing to broaden your scope and consider people who may not fit the mould of past employees?

The words and phrases you use send a signal about you and your company. Exclusionary language can make candidates from marginalised groups wary about working for you.

Inclusive language promotes diversity and reinforces statements and diversity and inclusion. Have people from different backgrounds review the language for bias. It can be hard to see your own biases at work.

Jargon and technical language can make it difficult for job seekers to understand the position.

Preferences vs. Requirements

Sure, some positions have hard and fast requirements, like a Professional Engineer licence or a medical degree. Otherwise, list skills and experience as preferred qualifications rather than requirements. Someone who doesn’t check off all the boxes may be reluctant to apply. If possible, designate must-haves vs. nice-to-haves.

University degrees may not be in demand as they once were. Just because the person leaving the post had a particular degree doesn’t mean the new hire has to follow suit.

Given the pace of change and the availability of learning from many sources, you could miss out on great candidates if you insist on specific education and years of experience.

Focus on Critical Factors

While the phrase “And other duties as assigned” has its place, be specific about the role and its context within the department and company. People like to start with a clear definition and expectations for success.

Being specific helps draw in candidates with the qualifications and ambition necessary for the role. Highlight the daily activities and responsibilities of the role, as well as any particular skills, like the specific software your company uses.

Transparent Expectations

Be clear about things like on-site vs. remote work. If you want someone in the office most of the time, say so. Don’t use the bait-and-switch. Your company’s reputation can suffer, making hiring harder for all positions. Don’t hide expectations for night or weekend work.

Many locations now require a salary range. Be realistic – no one believes a $35,000-$75,000 range.

Crafting a compelling job description is the first step toward helping you attract the most qualified candidates for your job. See the job from the candidate’s perspective. It is a marketing problem, so what would get you to buy this job?