Yesterday's Advisor talked about the approach of Monster's recently published guide, Finding Keepers, to employment—the "engagement cycle" of attract, acquire,advance. Today: Monster's tips on how to work job descriptions into effective job ads—and a BLR tool that essentially writes your job descriptions for you.

Most job ads, says Finding Keepers, published by Monster, are just a rehash of job description requirements, a dull recitation of what an employee has to achieve on a day-to-day basis.

But a good job ad just uses the job description as a starting point. The ad's real aim is to encourage a qualified individual to take action—send in a resume, fill out an online application, or pick up the phone.Of course, the ad contains job description information, but it needs more. It has to inspire the right people to throw their hats into the ring, And it does that by weaving the employer's brand message throughout the necessary information.

Basic Template for a Monster Ad

Here's what Finding Keepers recommends for your employment ads:

  • Ad title. Make it something special: not just "Legal Assistant," but "Legal Eagle with an Eagle Eye" or "Help Kids in Trouble with the Law."

  • Snapshot of the job, including results you expect

  • Employer brand statement (what makes your company better or special)

  • Statement of why this job is important

  • Basic job information, including tangible job benefits

  • Call to action

    Fortunately, your job descriptions are already written. See why thousands have reserved a permanent place in their offices for BLR’s classic Job Descriptions Encyclopedia. Try it at no cost or risk. Click for info

    Job Description Still the Basis

    You’ll notice that even in Monster's high-tech world, the lowly job description is the basic tool for recruiting and managing the employment relationship. But no job description can do its job if it isn't up to date and if it doesn't meet new criteria mandated by the Americans with Disabilities Act. Which raises the question: Are your job descriptions as effective, legal, and up to date as they should be?

    It’s easy to understand why they may not be. Job descriptions are not quick to do, and they are not easy—what with updating, management and legal review, especially for the ADA’s requirement of a split off of essential functions. Wouldn't it be great if they were available, already written?

    Actually, they are. We have over 500, ready to go, covering every common position in any organization, from receptionist right up to president.

    Prewritten job descriptions in the Job Descriptions Encyclopedia now come with pay grades already attached. Try the program at no cost. Click to learn more.

    They are in an extremely popular BLR program called Job Descriptions Encyclopedia. First created in the 1980s, the “JDE” has been constantly refined and updated over time, with descriptions revised or added each time the law, technology, or the way we do business changes.

    Revised for the ADA, Pay Grades Added

    There was a major revision following the passage of the ADA, for example. In fact, BLR editors took every one of those 500 descriptions apart and reassembled them to be ADA-compliant.

    Another, more recent addition was that of pay grades for each job, based on BLR’s extensive annual surveys of exempt and nonexempt compensation, and on other data. According to our customers, this is an enormous timesaver, enabling them to make compensation decisions even as they define the position. You can see a sample job description from the program by clicking here. (Yes, it is the one for HR manager. Pay grade: 38.)

    The BLR Job Descriptions Encyclopedia also includes an extensive tutorial on setting up a complete job descriptions program, and how to encourage participation from all parts of the organization. That includes top management, the employees, and any union or other collective bargaining entity.

    Quarterly Updates, No Additional Cost

    And, very important these days, quarterly updates are included in the program as a standard feature. When laws or emerging technology change jobs, we’ll send you new or revised descriptions every 90 days. And the cost is extremely reasonable, averaging less than 66 cents per job description … already written, legally reviewed, and ready to adapt or use as is.

    You can evaluate BLR’s Job Descriptions Encyclopedia at no cost in your office for up to 30 days. Just click one of the ordering links above, and we’ll be happy to set things up.

    Download product sample
    Download list of job descriptions included