Job offer
In this article we will provide you the information about How to make a job offer Step by step?
The job offer represents the number of people offering their work services in the job market.
In relation to work or the labor market, it is the market where the factor of production of work is bought and sold.
On the one hand, the labor supply is made up of all workers who sell their work effort on the labor market.
How to make a job offer
Every HR professional has been faced with the question: how to make an ideal job offer?
After all, it is this description that determines the quality and accuracy of the applications.
Check out our tips below:
1. Start with the job and salary plan
Every job offer must be based on the job and salary plan , which shows all duties, functions and remuneration within the company.
From this document, you can fit your new position into the company’s structure , and you can already see how this professional’s career plan will be.
In addition, the plan offers a broad vision of the relationships that this employee will have within the team, the necessary hierarchical level and level of salaries for similar positions, serving as a reference to open a coherent vacancy.
2. Map competency gaps
To learn how to craft a job offer, you need to base the job requirements on the company’s competency gaps.
This means mapping all the skills needed to improve the area’s results and meet the broader business objectives.
For example , you may identify that a professional with project management skills is lacking within the marketing team, who is knowledgeable in agile methods .
With this diagnosis, it is easier to create requirements for the vacancy that meet the company’s demands.
3. Involve the leadership and team
To get your job offer right, it is also important to consult the area‘s leaders and employees.
This step is even more relevant when the vacancy includes complex skills and abilities, which require technical knowledge to be detailed.
Therefore, you need to involve professionals in the field in the elaboration of the description, so that there is no miscommunication with the candidates.
4. Plan the job description
Before starting to write your job description, it is important to consider what are the points that attract the most attention of candidates.
According to a LinkedIn survey , this is the order of importance of the elements of a job description:
- Compensation (salary, benefits and advantages)
- Required qualifications (mandatory and desirable requirements)
- Vacancy details (responsibilities, performance, hierarchical level)
- performance goals
- company culture
- Company mission
- Career and Development Opportunities
- More details about the company.
Therefore, you should highlight the information that most interest candidates when choosing a vacancy.
5. Write clearly and objectively
Describing your vacancy clearly and objectively is an essential part of writing a job offer.
For this, you must follow good writing practices :
- Use language appropriate to the target candidates (be careful with extremes of formality or informality)
- Be as objective and direct as possible, avoiding very long texts (200 to 500 words is a good size)
- Highlight important information such as place of vacancy, working hours (full or part-time), work regime (in-person or home office), type of contract (CLT or PJ), position, salary and benefits
- Use lists on topics for readability, especially on requirements and responsibilities
- Separating the mandatory requirements from the desirable ones, making it clear what is essential to apply for the vacancy
- Inform the deadline for the selection process and make the application form clear (Ex.: sending an e-mail with a portfolio).
6. Make it clear what you expect from the candidate
To make the job’s expectations as clear as possible, you can give real examples of goals to be achieved and common challenges of the position.
In the requirements, it is necessary to clarify which skills are mandatory and which can be learned, including the use of tools and systems.
Furthermore, it is important to describe the ideal profile of the professional, including the desired hard skills (technical skills) and soft skills (behavioral skills) .
7. Promote the company and its culture
When deciding how to craft a job offer, you must “sell” the opportunity to applicants, not just describe it.
This means promoting your company as a great place to work and reinforcing the organizational culture, looking for candidates who identify with the organization’s values.
In addition to informing the requirements and responsibilities, it is important to present good reasons for the application, justifying why the professional should choose your company.
After all, today’s talent is looking for more than just salaries : they want a job with purpose, an inspiring culture and a flexible environment.
Therefore, when thinking about how to make a job offer, don’t forget to highlight the differentials of your employee experience.
