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In the intricate dance of recruitment, the importance of clear communication cannot be overstated. Just as a poorly crafted resume raises red flags for recruiters, a subpar job description can leave candidates scratching their heads. This article explores the parallel challenges faced by candidates and recruiters when dealing with inadequately constructed job descriptions and offers three actionable tips to help recruiters improve their job description game. The Candidate's Dilemma Much like recruiters swiftly evaluate resumes, candidates engage in a similar process when scrutinizing job descriptions. The lack of clarity or specificity in a job posting can have significant repercussions: 1. Misalignment of Expectations: A poorly articulated job description can set unrealistic expectations for candidates. When the actual role diverges from what was outlined, it leads to frustration and dissatisfaction, potentially resulting in high turnover. 2. Diminished Employer Branding: Job descriptions serve as a window into a company's culture and values. Ambiguous or unappealing descriptions can tarnish the employer brand, making it challenging to attract top-tier talent. The Recruiter's Challenge Recruiters, often inundated with the task of crafting compelling job descriptions, may unintentionally create hurdles for themselves and potential candidates: 1. Reduced Candidate Quality: A poorly written job description can attract a pool of candidates who may not truly understand the role. This can lead to an influx of applications from individuals who are not a good fit, making the selection process more challenging. 2. Wasted Time and Resources: Unclear job descriptions can result in a higher volume of unqualified applicants, leading to increased time and resources spent on sorting through resumes. This inefficiency can hinder the recruitment process. Three Actionable Tips for Better Job Descriptions To enhance the recruitment experience for both recruiters and candidates, consider implementing the following action items: 1. Clarity is Key : The most important aspect to building an administrative job description is know what happens behind the scenes. Solicit insight from others to learn the day-to-day. Clearly outline the responsibilities, qualifications, and expectations for the role. Avoid vague language and be specific about the skills required. This ensures that candidates have a comprehensive understanding of the position. 2. Showcase Company Culture : Use the job description to provide insights into the company's culture and values. Highlight what makes the organization unique and why it's an exciting place to work. This can attract candidates who resonate with the company's ethos. 3. Seek Feedback and Iteration : Encourage open communication with current employees to gather insights on their roles. Use feedback to refine and improve job descriptions continually. Iteration is key to ensuring that your job postings evolve with the changing needs of the organization. Conclusion: In the realm of recruitment, the interplay between resumes and job descriptions is a delicate dance. Recognizing the impact of poorly crafted job descriptions on both candidates and recruiters is the first step towards building a more transparent and effective hiring process. By implementing these actionable tips, recruiters can not only attract top-tier talent but also streamline the recruitment journey for all parties involved. Finally, if navigating the intricacies of admin-speak isn't your forte and reaching out to an admin for assistance isn't feasible, immerse yourself in the empowering experience of an Exceptional Admins Jobs consulting session . Let us guide you in crafting a job description that not only meets your goals but also resonates with passion and purpose.

Strategies for Crafting an Impressive Job Description Employers continually face distinct challenges in sourcing candidates, yet a common obstacle unites them – crafting job descriptions that attract quality candidates over sheer quantity. In the realm of administrative hires, there's a prevailing philosophy that establishes specific criteria as a means to filter candidates and ensure quality. Today, we delve into a pivotal aspect of hiring: the strategic choice of whether to mandate a bachelor's degree in your assistant job posting or adopt a more inclusive approach. Degrees in Job Postings: A Personal Perspective Mandating a degree for an assistant hire not only limits employers but also hinders their access to top-tier talent. For such a requirement to be justified, employers must possess compelling validation points. Hilani, the founder of Exceptional Admins, personally relates to this criterion. Starting her administrative career at 19 without prior experience but armed with a wealth of service expertise, she supported a celebrity, constantly refining her strategies and toolkit for delivering top-tier service daily. Insisting on a bachelor's degree, or any degree, in your job posting heightens the risk of overlooking exceptional talent. Optimizing Job Requirements for Hiring Success In your reflection on job requirements, weigh the consequences of mandatory a degree. While the inclination is comprehensible, such a criterion may inadvertently exclude exceptional candidates. Striking a balance between various factors is paramount for sound hiring decisions. Deliberate thought should precede the exclusion of non-degree holders. Given the commitment of human resources to inclusive hiring practices, adopting a more open stance towards non-degree holders could be the distinguishing factor between a successful hire and a missed opportunity. Top Three Tips: Skill-Centric Approach: Emphasize the essential skills for the role rather than fixating on degrees. This approach broadens your candidate pool. Holistic Evaluation: Assess candidates based on a holistic view of their abilities, including practical skills, relevant experience, and a genuine passion for the role. Flexible Requirements: Be open to adjusting your criteria based on the candidate's overall fit. A rigid stance on degrees might cost you exceptional talent.

Strategies for Crafting an Impressive Resume First off: Doing your resume can be a total pain in the a$$. We’re here to help alleviate the pain! You are here because you need support with crafting a stellar resume that articulates you and your brand! Unlock doors to your dream job with a resume that you are proud of. Don't leave your career progression to chance – invest in the power of impactful resume writing today. Your success story begins here. Disclaimer: This is 75% professional and 25% personal opinion. With an impressive tally of over 7,000 resumes analyzed and more than 5,500 enlightening candidate conversations under my belt, what follows is the remarkable synthesis of this extensive exposure and the invaluable insights gathered. Focus 1. Stand Out in Seconds: Recruiters and hiring managers spend mere seconds scanning resumes. Capture their attention with a tailored resume that highlights your unique skills and achievements, ensuring you're unforgettable from the get-go. 2. Confidence Booster: A professionally written resume instills confidence. When you're armed with a polished document that reflects your value, you'll approach interviews and networking with newfound assurance. 3. Time is Money: Crafting a stellar resume takes time, research, and expertise. We did the heavy lifting, freeing you up to focus on what you do best – advancing your career. 4. Invest in Your Future: Your career trajectory is worth the investment. A well-crafted resume can lead to better job offers, faster promotions, and increased earning potential, making it a small investment for long-term gains. Top 3 Resume Tips 1)  Date Formatting:  You MUST add the month to the year to tell the full tenure story. And with that, pick 3 letters for each month or the full month, not a combination. This is where attention to detail plays in your favor. 2)  Number of pages: A 1-page resume is the death (for #exceptionaladmins) of your salary, advancement desires. Unless you've supported well-known professionals, say Mark Zuckerberg and just saying you were his EA is enough to tell people you're #exceptional, then 2-pages is where it's at. For my wonderfully seasoned professionals give great detail for each role you sat in over the last 15 years (tangent: with the events of 2020-2023, going back 15-years is now a smart storytelling move), then end your resume with a Prior Experience section listing your title and company name, along with the date period (no details, unless you wish to share one accomplishment). This way, individuals reviewing your resume are able to understand the depth of your story and experiences. 3) Personal photo: I firmly believe a photo is distracting and invites bias. It is 99% possible, since you probably have a LinkedIn link (add it by the way), that they will head over there to sleuth you. Looking for more insight : Maybe insight into cover letter writing, attention to detail tips, best ways to showcase prior companies, or adding something different like a [lessons learned] section? Or, what about which font is best or how about using color or not? EA at your Service Don't miss out on the ultimate Resume Tips Guide – a comprehensive 7-page treasure trove! Packed with actionable insights and enriched by external links for added inspiration. Can’t forget to mention the podcast episode where more wisdom is dropped. Your path to a stellar resume starts here. Download the Resume Tips Guide now and supercharge your career journey! Career Storytelling, a resume workshop Looking for more? In this course, I share with you: Put a spotlight on the EA branded concept how to showcase your Suite of Strengths™ Not so great resume examples to help you avoid making the same mistakes Show you modern resume layouts that wow Give you a behind the scenes look into the applicant tracking system (ATS) And so much more   Discover Course