The most frequent problem that almost every organisation face during recruitment would be the ‘Skill Gap’. This scenario can be analysed from two perspectives, the employer’s view and the job seeker’s view. While employers can’t fill positions because job seekers lack adequate skills/training for the opening, many job seekers tend to not apply for certain vacancies as they are intimidated from applying to the wrong job due to confusions and improper job descriptions.

It can be said that a skill is a necessary requirement for any position and this can be more applicable towards technical jobs such as coding. At the same time it can be witnessed that many talented and suitable graduates with the required skill remain unemployed and have been missed by many organisations due to complications and confusions in job descriptions and job specifications. Hence it can be concluded that the missing piece of the recruitment puzzle is not ‘Skills’ but whereas ‘Simple communication’.

Many job postings at present take on a general tone where many important points such as the exact job role, duties and responsibilities, tasks to be handled are often left out. What is left is opaque language and job seekers simply looking into another posting. This is not because they aren’t qualified, it’s because they don’t understand what the job actually is. A severe case it can lead to is job seekers applying for such jobs due to confusion and then resulting in a massive job mismatch to be faced by both the employer and candidate.

While a very rare group of individuals would go through the hassle of calling and clarify details regarding the opening, the more practical approach towards tackling the problem is for the organisation to consider the tips given below when preparing a publication for a job opening.

  • Be more descriptive regarding the actual work that needs to be done by the employee.
    These descriptions does not need to be long endless paragraphs regarding the various activities that needs to be performed. But whereas direct points and brief ideas would do the trick, if it’s door-to-door sales, there is no harm in mentioning the exact same thing, if it requires hours on the phone that can be written too. There is no gain or fun in making candidates guess at what their responsibilities might be. Another pointer to keep in mind is that the title is also very direct and matches with the description.
  • Keep it simple.
    Being very honest, many of us tend to forget certain fancy technical terms and jargon. Adding such phrases just to make you’re posting look impressive may unintentionally intimidate and discourage potential qualified candidates from applying for a position. Just because an applicant doesn’t speak an employer’s language yet, doesn’t mean he or she can’t learn it once on the job.
  • Being realistic.
    The shortlisting process during recruitment can be daunting. The more convenient solution adopted by many organisations would be algorithms and other series of mechanisms. By sticking to such frameworks we often tend to miss new and out of the box thinking that can be an asset to the organisation.

Recruiting an employee is no doubt one of the key tasks to get right for an organisation, making it important to keep in mind that the job posting that you put out is the first step to attract the ultimate talent. So, a good tip to keep in one’s mind when creating a posting would be to find the right piece for the recruitment puzzle know Simple Communication.