When it comes to finding the perfect candidate for a job, it’s not just about their qualifications and experience. Having a candidate that fits in with your company culture is just as important, if not more so. In fact, according to a study by Deloitte, 82% of companies believe that having a strong company culture is a potential competitive advantage.
But how do you attract those candidates who will be a great culture fit for your organization? It all starts when you incorporate your company culture into your job descriptions. By highlighting your organization’s unique traits and values in your job postings, you can attract the right candidates from the start.
The importance of company culture in job descriptions can’t be overstated. A study by Glassdoor found that positive company culture is the number one factor that job seekers consider when evaluating job opportunities, and 56% of employees say that company culture is more important to them than salary.
But it’s not just about attracting the right candidates; it’s also about saving yourself time and resources. A report by the Society for Human Resource Management reveals that it can cost up to one-third of an employee’s annual salary to replace them. By conveying your company culture in job descriptions, you can deter candidates who aren’t a fit from applying, saving yourself the hassle of interviewing and potentially hiring the wrong person.
In this post, we’ll explore the importance of company culture in job descriptions, give you practical tips on conveying it effectively, and provide some statistics to back it up. But first, let’s understand the components of a decent job description.
What Should a Job Description Include?
A job description should include several keywords and components to effectively communicate the position’s responsibilities, qualifications, and expectations. These components include:
- Job title and summary: The job title should accurately reflect the position and be easily understood by the target audience. A summary of the position should provide a brief overview of the primary responsibilities and objectives.
- Responsibilities: A list of the primary and secondary responsibilities of the position, including specific tasks and duties.
- Qualifications: A list of the education, experience, skills, and qualifications required for the position. It should be specific and clear; if the job requires specific skills or education, it should be highlighted in the description.
- Expectations: Information about the type of work schedule, travel requirements, and other expectations of the position.
- Company culture and benefits: Information about the company’s culture, values, and benefits can also be included. This will provide a sense of what it’s like to work for the company and what the company offers to its employees.
- Salary or salary range: Including a salary range or the specific salary for the position can help attract suitable candidates and deter candidates unwilling to accept the job at the given salary.
These components can vary between industries and the unique traits of the position. Let’s see how you can convey your company culture in some of these components.
Job Objectives for Culture Fits
Writing the job role objectives section of your job description is an excellent opportunity to convey your company culture to potential hires. This section tells a candidate the objectives they’ll be expected to achieve and provides a high-level statement outlining the impact of their work. By including information about your company’s mission, goals, and values, you can give candidates a sense of what it’s like to work at your organization and how they’ll fit into the larger picture.
For example, you can share your company’s long-term mission and how the position they’re applying for will support that mission. This can give candidates a sense of purpose and how their work will make a difference. You can also mention the impact you hope to have on your community or the ideal experience you want customers to have. It will give candidates a sense of how their role will contribute to the company’s larger impact on the world.
Mention the company’s values and how the position aligns with those values. It will attract candidates who share similar values and align with the company’s culture. It will also give them a sense of the larger picture and how their work will contribute to the company’s mission, goals and values.
Craft the Responsibilities Section
The responsibilities section of your job description is crucial as it outlines the specific tasks and duties the candidate will be expected to perform. However, this section can also be used to enhance the conveyance of your company culture. Here are a few ways to do that:
- Use language that aligns with your company culture: When describing the responsibilities, use language that reflects your company’s values and culture. For example, if your company values teamwork, you can use phrases such as “collaborate with cross-functional teams” or “work closely with colleagues.”
- Highlight opportunities for growth and development: If your company values professional development, you can include language highlighting opportunities for growth and development within the role. This can include language such as “opportunities for advancement” or “on-the-job training.”
- Mention the company’s mission and goals: In addition to listing the specific responsibilities, you can also mention how the role contributes to the company’s mission and goals. This can give candidates a sense of how their work will make a difference and aligns with the company’s culture.
Shine the Company Description
The company description section of your job description provides potential candidates with a snapshot of your organization. It’s an opportunity to give them a sense of your company’s culture, values, and mission. Here are a few tips for writing an effective company description:
- Highlight your company’s mission and values: Your company’s mission and values should be at the forefront of your company description. This can give candidates an idea of what your organization stands for and what it values.
- Include information about your company’s history: A brief history of your company can provide context and give candidates an idea of how your organization has evolved over time.
- Describe your company’s culture: Use descriptive language to give candidates a sense of what it’s like to work at your organization. This can include information about the work environment, team dynamics, and company events.
- Mention any awards, recognition or notable accomplishments: Highlighting any awards, recognition, or notable accomplishments your company has received can give candidates a sense of your company’s reputation and standing in the industry.
Highlight the Right Benefits and Perks
Here you have the opportunity to showcase what your organization has to offer beyond the basic salary and benefits package. But it’s not just about listing out what you offer, it’s also about highlighting the benefits and perks that align with your company culture and values. This can help attract candidates who are a good fit for your organization.
Here are a few tips for highlighting the right benefits and perks:
- Align with company culture: Consider what benefits and perks align with your company culture and values. For example, if your company values work-life balance, you can highlight flexible schedules or remote work options.
- Highlight unique benefits: If your company offers unique benefits or perks, such as on-site childcare or a wellness program, make sure to mention them in your job description.
- Provide context: Don’t just list benefits and perks, provide context and explain how they align with your company culture. For example, instead of just listing “health benefits,” you can mention that the company values employee wellness and offers health benefits as part of that commitment.
- Emphasize the benefits that are important for the role: Consider the specific benefits that are relevant to the role and will be most important to the candidate. For example, highlight a travel allowance or other perks to make the journey easier if the position requires a lot of travel.
Give an Idea on Career Advancement
Here are a few tips for aligning company culture and career growth opportunities in your job description:
- Consider how the career growth and advancement opportunities align with your company culture and values. For example, if your company values professional development, you can highlight opportunities for training and skill-building.
- Don’t just list growth opportunities. Provide context and explain how they align with your company culture. For example, instead of just listing “career advancement opportunities,” you can mention that the company values employee development and offers career advancement opportunities as part of that commitment.
- Provide specific examples of opportunities for growth and advancement within the company, such as roles, responsibilities and positions to which the candidates can aspire.
- Emphasize the benefits that are important for the role. Consider the specific opportunities that are relevant to the role and will be most important to the candidate. For example, if the role requires a lot of travel, it would be beneficial to highlight opportunities for international assignments or other perks to make travel easier.
Incorporating your company culture in job descriptions is an effective way to attract the right candidates and convey the company’s image to the public and potential candidates. It’s crucial to take the time to craft job descriptions that accurately reflect your company’s culture and values. By doing so, you’ll be well on your way to building a great team of employees who align with your company culture and are committed to achieving your company’s goals and mission.
Sayed Rahman is a freelance content marketing writer. He creates long-form, actionable content for brands and businesses to help them generate quality leads and traffic.
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