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Have you ever wondered why your job ads don’t achieve the desired results? You've probably sent out several ads, hoping to be overwhelmed by applications. Unfortunately, that’s not what happens; only a few people apply, and they probably aren’t suitable for the job.
We hate to break it to you this way, but the problem is that your job description doesn’t quite cut it for job seekers. Here at Cloud Employee, we work with companies looking to hire professional offshore React JS developers in the Philippines. If you’d like to know how to grab the attention of the best developers, then keep reading. We will share with you the secret of writing a fabulous React.js developer job description.
When it comes to hiring a software developer, a well-crafted job description matters as much as any other aspect of the hiring process - It’s your one shot to sell your company to job seekers. Indeed, writing a practical job description is on the same level of importance as writing a good resume or cover letter. Most job seekers are aware that employers have numerous applicants to choose from. They also know that a good resume is their first and possibly, only chance to get noticed.
On the other hand, many employers are not aware that they need to use the same approach toward job descriptions. Let’s face it; software developers are in high demand. People are willing to offer all kinds of benefits to secure the best developers on their teams. As an employer, a job description is your first opportunity to show candidates why they should choose to work with you. If you can master the skill of writing compelling, eye-catching job descriptions, you will stand a better chance of employing the best talent.
Now that you know why a good job description is so important, I’ll move on to the structure of a software developer job description. What should you include, and what should you leave out?
The job title is the first thing a candidate looks for in a job description. First of all, you want to make sure that the job title is at the top, where it’s easy to see. If a person has to scroll through to find the job title, you’ve lost them already. You should also make sure that the job title is simple and straightforward; avoid the urge to include adjectives like “ninja,” “Rockstar,” or “guru.”
While these words can make your job description look fun and casual, it also makes your company seem very unprofessional. With casual words like these, you’re likely to attract developers with a laid back approach to work. Even if your company is fun and informal, you should remember that the best software developers often choose professionalism over lightheartedness.
A good job description should state the job’s location, especially if it’s an in-house position. However, you should know that some of the best options may not necessarily be within your geographical location, so you should consider paying to have them relocate. If relocation packages are available for successful applicants, you should state it in your job description. These days, a lot of software developer roles are remote. Despite this, you should not assume that applicants will know you’re offering a remote position – you need to state it clearly in the job description.
Additionally, you must include the nature of the job. Is it a part-time job or a full-time job? or perhaps it is a contract-based job that will last for a number of months or years. It's also necessary to state the working hours. Software development is indeed a flexible job that hardly has strict hours. But it would help to give applicants a rough idea of when they will be needed in the office or online.
This is one of the trickiest parts of a job description. On the employer’s side, not stating a salary is advantageous because it gives them the power to negotiate a developer’s compensation. On the job seeker’s side, the salary range is important because they need to know if they should bother applying or not.
The thing is, both sides of the argument make perfect sense. Employers don’t want to commit themselves before they get a chance to interview you and assess your skills. But it’s also perfectly reasonable for job seekers to expect some information before they commit. There’s a solution to this – a middle ground where both sides can meet.
Instead of revealing a fixed amount, employers can give a range, for example, $50,000 to $80,000. One trick is to set the amount a little lower than what you actually intend to offer. That way, you have room for negotiation.
After you’ve stated enough information about the job, it’s time to talk about your company; after all, the job only functions within the larger organization. This is an opportunity to market your company to candidates and tell them what makes you unique. Here, you can share your company's vision or mission statement.
Employers and employees alike are interested in working with people who share similar passions and aspirations. So, avoid making general statements like, "we aim to deliver quality goods at a fast pace." I daresay every company aims to deliver quality goods at a fast pace. Instead, talk about what makes you special.
Another thing you shouldn’t leave out is your company culture. Candidates want to know what it's like to work with you. They want to know what kind of environment you foster, whether they will fit in, and whether they will enjoy working with you. So, answer these questions in your job description (briefly of course).
Now on to the most critical section and the part you should spend the most time on. Job seekers don't only want to know about the job and the company. More importantly, they want to know precisely what they'll be doing. Be detailed, but be brief as well. A lot of people make the mistake of putting down all the responsibilities involved. For example, if the vacancy is for a React.js developer, they will craft a job description that lists all the responsibilities of any React.js developer.
This hardly yields results. A better option is to tailor the responsibilities to suit a particular project. Tell them what they’ll be doing as React.js developers for this specific project. Betterteam.com has an excellent sample job description for React.js developers. Here's how they wrote out the job responsibilities:
Here as well, you want to avoid putting down a long list of qualifications. One study shows that job seekers spend an average of 49 seconds on one job description. Your aim should be to give as much information and win over candidates within this short time. Further, a long list of requirements can scare off some of the promising applicants. Cast your mind back to when you were a job seeker yourself; you probably felt overwhelmed by job descriptions that had an endless list of qualifications.
Now try to remember how many of those jobs you actually applied for – I’ll bet they weren’t many. If you want to attract more applicants, you should limit the number of requirements you give. A good way to write out qualifications is to list them under two categories: "must-have qualities" and "good-to-have qualities." This way, a potential employee can see which skills are an absolute requirement for the job. You should also include any specific languages or technologies that a candidate should have in their wheelhouse.
Perks are extra benefits that come with a job - things like health insurance, gym membership, vacation packages, free lunch, etc. It appears that perks are a major deciding factor for many people, and some will reject your offer if there are not enough “side benefits.” If your company offers any benefits and perks, don’t hesitate to include them in your job description as this may determine whether some people will apply or not.
But don’t just throw in benefits for the sake of it. First, find out which benefits matter to the people you're hoping to attract. For instance, software developers are big on flexible working hours and remote working options, so you should include them in your job description.
It's easy to understand how frustrating it can be to craft the perfect job description. On the one hand, you want it to be detailed and unique. On the other hand, you don’t want it to be too long, fancy, or casual. The competition for the best software development talent is very keen, so it’s worth your while as an employer to discover how to draw attention to your job description. Nevertheless, if you follow the structure given in this article, you’ll be well on your way to crafting a fabulous Reat.js software developer job description.
I hope this article has been informative. Be sure to share the post or leave us a comment below.
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