Welcome to The Big Squeeze! This edition illustrates examples of how to improve job descriptions in order to attract prime candidates. We also discuss effective interview techniques designed to help shape positive outcomes for both you and your candidates. Our goal is to provide you with new insights and strategies for showing up competitively in the job market as you interview and make your hires!

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6 Ways to Craft Job Descriptions that Attract Top Talent

A well-crafted job description is more than a list of duties; it’s a powerful tool for attracting the right candidates to your team. Here are some tips to help you write job descriptions that resonate with top talent.

1—Focus on Key Responsibilities

Avoid a laundry list of every potential task. Instead, highlight the core responsibilities that will define the role. Candidates want to understand what their day-to-day will look like.

2—Be Clear About Requirements

Specify essential skills and qualifications separately from “nice-to-have” qualities. This helps attract qualified applicants without excluding great candidates who might lack non-essential skills.

3—Emphasize Company Culture

Share what makes your company unique—whether it’s a commitment to innovation, a strong focus on work-life balance or a collaborative culture. A job description should reflect your brand’s personality and values.

4—Highlight Growth Opportunities

Top candidates look for roles where they can grow. Mention any opportunities for career advancement or professional skill development.

5—Keep Language Inclusive

Avoid overly technical jargon, gendered language or other terms that may discourage diverse candidates from applying. If a job description feels like it's not written for you, or doesn't welcome you, you won't apply! The goal is to welcome as many qualified candidates as possible.

6—Use Standard Titles

Use the most standard way of titling your role. Lots of companies get creative with their internal titles, but that leads to confusion on the part of applicants and also results in lower search engine optimization when you post your job online.

A well-written job description serves as a blueprint for finding the right fit. By refining your approach, you can attract skilled and motivated individuals ready to make an impact at your organization.

Master Interview Techniques to Identify Top Candidates

Finding the best talent goes beyond resumes—it’s about conducting interviews that reveal each candidate’s potential and fit within your team. Here are some effective interview techniques to help you identify your next great hires.

1—Start with Structured Questions

A structured interview format, where each candidate is asked the same core questions helps you compare answers consistently. This approach also minimizes biases, making it easier to focus on qualifications and responses.

2—Use Behavioral Questions

Ask candidates to share specific examples of how they’ve handled past situations. Behavioral questions like, “Tell me about a time when you overcame a challenge in the workplace,” or "Tell me about a project outcome where you took the lead,” give insight into how a candidate might approach similar situations at your organization.

3—Assess Cultural Fit and Adaptability

Beyond skills, look for indicators that a candidate will thrive in your organization’s culture. Ask open-ended questions like, “What type of work environment helps you succeed?” or “How do you adapt to change?” to gauge compatibility.

4—Include a Skills Test or Assignment

For roles that require specific technical skills, a short skills test or assignment can be invaluable. It allows candidates to demonstrate their abilities in real-world scenarios, giving you a clearer view of their abilities and qualifications. This can also help you offer a role at the right level based on a person's true skills and abilities, rather than what you might assume from their years of experience.

5—Be a Good Host

Interviewing is nerve-wracking. You want to get a good assessment of the candidate's skills and abilities which can be difficult if they're not comfortable and able to overcome their nerves. Make sure clear instructions are given so that candidates know what to expect when they interview, whether online or in person. This can include a broad overview of the topics you'll discuss or even specific questions they will be asked. If you're asking them to come onsite, make sure they have clear instructions on how to arrive via public transit or via car, what parking is like, what the office dress code is and anything specific to your company. Remember, this person is your guest.

6—Involve Team Members

Including key team members in the interview process gives you additional perspectives on a candidate’s fit. Plus, it gives the candidate a chance to see who they’ll be working with and to ask questions.

With these techniques, you can dig deeper and find candidates who not only have the skills, but also the drive and compatibility to thrive on your team.

Ultimately, an investment in people and processes is always time and money well spent. Plus, when you implement any of the strategies discussed in this article, you are sure to stand out as a top employer in your space, as not all companies offer this level of support and transparency.

Thank you for your continued partnership. I’m excited to assist with your hiring needs and support your company’s growth with top talent. If you have any questions or need help, please don’t hesitate to get in touch!​

Best regards,

April Starlight | CEO & Sr Recruiter 🍁