Job ad jabberwocky
As a freelance writer, I’ve read hundreds of job ads for writers, copywriters, content developers, etc. Sometimes I do so just to get a chuckle. For example, many of the ads will have a required skill listed as “Exceptional writing, editing, and proofreading skills.” Some are more elaborate: “Strong written and verbal communication with a strong grasp of proper punctuation, spelling, and grammar”. . . or as simple as “Excellent verbal and written communication skills.” Well, No kidding! Double d’uh and LOL.
Almost all job ads describe skills which are obviously required for that posted job. Most of the ads also include general skills every employer wants in every employee. I doubt job seekers look at these “requirements” and think “not me.” They likely believe they have those attributes or simply ignore them as immaterial to doing the particular job. Things such as:
- Excellent written and verbal communication skills
- Being highly organized, responsible, and ethical
- Excellent time management and organizational skills
In addition to needless requirements for copywriter ads, here are other job titles and required skills seen in actual ads that also produce a sarcastic “really?”
Sales Account Manager: “Experience building, maintaining and growing customer relationships”
System Engineer: “Knowledge of current technologies.”
How about overkill? One ad for a Network Engineer included bullets for: 6 Top Traits, 12 Duties and Responsibilities, 8 Additional Job Qualifications, 2 more for Preferred Qualifications and Working Conditions. That’s 28 bullets, not to mention hundreds of words of explanation about the company and policies. The listed Seniority Level? “Entry Level.” Now that’s funny!
The point here is job ads need only cover two things, experience and responsibilities. All that’s needed regarding the former can usually be summed up in one line: “x years of [job title] experience.” I realize there may need to be a second line for specific technical experience. Maybe a particular programming or network language, a certain engineering skill, a certification or license, or even a security clearance requirement. You can typically verify experience from a resume and with a couple questions in a phone interview.
Listing 3-4 responsibilities should be enough to get plenty of responses. What exactly will the person be doing, besides the obvious? Such as these I’ve seen for the above titles:
Copywriter: “Each month create 4 blog posts, 1-2 landing pages,” and “Pitch and articulate ideas to stakeholders, up to an executive level”
Sales Account Manager: “Build a book of business/territory by doing a combination of cold calling and email marketing” and “Travel to clients’ offices, manufacturer locations, training, and company events.”
System Engineer: “Lead cross-functional teams and play a critical role in process and tool development, execution.
Likewise, no need for such things as “detail-orientation, solid organizational skills, or must possess a strong team-orientation.” Job seekers look at what level of experience you seek and the job responsibilities. Focus on those two things and a careful study of resumes you receive. Hopefully you’re not using resume screening software and missing top candidates. That’s a whole new blog.
Once you narrow things down to two or three candidates, personal interviews will tell you what you need to know and can’t get from a resume. Is the prospective employee a good fit with your culture, his or her work ethic, attitude, and personal relationship skills. Find out about life experience, collaboration skills, verbal communication, and reliability as well. You won’t discover those attributes in a resume. Check out my blog on corporate culture and employee fit.
A couple bullets for experience and two or three for responsibilities is all that’s really needed to start the hiring process. Why waste time writing out 28 bullets (or even 10)? Save that for internal job descriptions or training manuals.
