Writing Job Descriptions that Convert

Writing an effective job description is crucial for attracting your desired candidates in a competitive legal market. It is often the first impression that a potential applicant gets of not just the job role, but of the entire firm. A vague or uninspiring description may attract the wrong applicants or discourage qualified talent from applying. A well-drafted one, on the other hand, can help convert the right readers into strong applicants.

Potentially the most important part to get right is having a clear and attractive job title for your advertisement. As these job descriptions are being advertised to external candidates, it is best not to use firm jargon or internal titles. Rather it is important to add the position, as well as an additional focus or area of law to ensure that candidates can immediately determine if the role is suitable for them. For example, the job title of Paralegal – Commercial Property is important to outline the job and the focus of such position.

Being clear in structuring the job description is key for readability and attractiveness. An introductory paragraph about the firm, the role and why the opportunity is appealing are vital to provide context to the position and make candidates excited about applying. Including the firm’s values can be helpful for candidates to decide if the firm aligns with their outlook. This can further filter between the right and wrong applicants.

It is important to be transparent about the key responsibilities that the position comes with. Vague descriptions should be avoided as they are not the best way of filtering candidates. By being specific, candidates can assess whether they have the suitable skills for such responsibilities, and those who feel unsuitable may avoid applying. For clarity, the best way to communicate these responsibilities is through a bullet-point list.

A vital part of the job description for the firm to filter candidates is the list of essential and desirable qualifications that a candidate requires for the posted role. It is common for firms to have differing requirements for what they want in an ideal candidate. However, it is important that the requirements are realistic. If it an entry-level role that is being advertised, it is adverse to require vast experience. The desirable list is useful to give criteria when assessing applications that are made, as though many applicants will fulfil the essential list, those who have more desirable experience for the firm can be shortlisted easier.

Providing salary and benefits that come with working for the firm in the advertised role can help to spark incentive for suitable applicants. Once again, a list is the best way to convey these incentives. Transparency from the outset with applicants about salary builds trust and can further filter candidates.

Importantly, the candidate must have a clear method of application. Whether that be providing the email address of the suitable person to send a CV and Cover Note to, or having a website where an application can be uploaded, it must be clear to applicants that they have a method to apply and know that their application will be considered.

In summary, a job description is not merely labelling the duties of the job, though this is part of it. A job description is about marketing the right opportunity to the right pool of applicants. Through offering transparency and context around a given position, the quality of applications and chance of hiring the right person for the position will drastically improve.

How The Legists Can Help Legal Professionals

The Legists specialise in helping legal professionals find roles that align with their values, goals, and lifestyle. Whether you are ready to make a move into consultancy or still exploring your options, we are here to guide you through the process.

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