Your Job Description is Your Handshake, Make it Count. You get ONE chance to make a first impression

One chance. You get one chance to make a first impression. How can I illustrate this? I tell you what. Second ago, I was wearing this, yeah. But I changed it for a nice shirt. Why? Because I've got one chance to impress you. I've got one chance to grab your attention. That's what you have with us, a job description. Whenever we get a job that comes into us from any of our clients, they often aren't. How can I put it? They're not selling the role very well. If you're a client, you need to present yourself really well to a candidate. Why? Because it's an. Increasingly, you can't just sit back. People don't need your job. They're happy in their current roles. Even if they're unhappy, they're not just going to join you for the sake of it. You get one chance to make a good first impression. You know this. When you have a good handshake and everything else, your job description is that. And you've got to make a good first impression. We call it a sexy job description. Why? Because it entices people. I want to. Want to grab that role. If your job description is dull, generic, full of just the duties you're going to do, and I see them, oh, my goodness, so many times on LinkedIn, where they're just a list of the duties you will do and you will fulfill this and you will sign off the cleanest thing at the end of the week. Really? Come on, guys, you. If you're a decent candidate, you're not even going to engage. It's about that. So first of all, don't do that. Make sure you're thinking about that. First of all, you're reading a job description when you're. And give it back to yourself. Say, right, here you go. Before you do that. Hang on, have a look myself. Would I want to do this job? Would I apply for this role if I was in that stage in their career? Actually, yeah, I would. Oh, no, actually, I need to tweak this. So tick box. Must haves. That's the other bit as well. So when you look through that, what is the night? What's the must haves on one side? Must haves. I don't know. Must have. What's a nice to have if it's a must have? Obviously you have to do that if you have to sign off things or. But if they're a nice to have, do you need them on there? The things you can train people up on, that's one of the key things. So a boring Job description, as I say, is like swing up a limp handshake saying, oh, want to impress you? No, get out, I don't want you. So a job description as well, by the way, isn't a job description really? Yeah, it's an advert. It's attracting people. You see them on the street, it's like a billboard for your company. You've got to draw people in. You want to make people attracted to it. Now, lots of people say, I've had a hundred applications on LinkedIn. Fantastic. How many people get the job? We're talking to you, Mike. I know. That's the fact is because your job description is not attracting the right people. You want to do it something where it's a pull factor. So lead with the hook. Why would someone want to come and join it? Put yourself in their shoes, if you like, talk about the impact the person will have on the business. And here I'm reading from notes the challenges they'll face and they'll get to solve. The team they'll join, the culture they'll be part of or, and. Or they make a difference to. Those are all things that attract people to this. Otherwise they're not going to come and join you and you're just going to be talking to me again and again saying, mike, why aren't we getting the right people? This is why I'm trying to save you money, save you effort. I've written job, rewritten job descriptions because I want people to lean into the role. For those of you that remember us a bit of a while ago, Top Gear, lean in moment, that's what they said. When you're looking at the times, I want this role, I want this. That's what you want people to do. And again, the candidates connect with the vision and the impact you're going to make. Not just what they're going to do day to day, they know what they're going to do. There might be a level above them, but the fact is that's what we're going to do. So what do you need to do? So, quick tips. Ditch the fluff, right? Dynamic, fast paced team player, really shut your face, get rid of that stuff. Instead, lead with why the role exists and then go back to last week's video and I've got some really great feedback. Thank you very much. For those that did show them what success will look like in this role in three, six, maybe 12 months to them last, we were talking about if you're a candidate coming for an interview, three to six, 12 months, what am I going to do? Tell them put it in there say we would like this is what we're aiming for over the next three months six months, 12 months maybe the next two to three years this is the direction we're going to move with various bits as well you've got to sell the role that's it it's a two way street if you don't sell it they're not going to buy it There you go so if you need any other advice we're here if your job description as going back to that if you wouldn't apply for the job don't even send it out if you look at it and go oh just it's just a waste of time please don't do that if you need help standing out want some advice? Needs to wonder who you call that's right not Ghostbusters, not them anymore Call us the Treasury Crew Company thanks very much Cheers thanks bye.