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Job Description and its Analysis

Job Description
Job Description

A person who can run fast might not be the best person to swim fast and so is a great swimmer need not necessarily be a fine singer. As a recruiter, it is important for you to find the right match for the job you are hiring for. And that’s when a job description, the very first stage of a recruitment process, becomes important for you. If you choose a career in recruiting, vetting a job description might be one of the most crucial tasks you will need to perform.

Importance of Job Description

A job description might be a 3-page document. But your eagle eyes should be able to pick the most important responsibilities from it. This document will include the scope of work, qualification, experience, duties, and compensation.  All this information helps you create an outline of the person you would hunt for.

As much as the job description is important for a recruiter, it is important for the candidate as well. It helps the candidate understand the skills and knowledge required to perform the tasks. A complete information encourages the candidate to pursue further with the job.

Sample Job Description

Following is a sample of a typical job description. It may vary from company to company but the overall content should be similar.

Job Title Senior Technical Recruiter
Experience 3yrs to 5yrs
Education Graduate with Business Degree
Work Location Pune, India
Shift Eastern Time
Roles and Responsibilities
  • Responsible for sourcing candidates through job portals and other mediums including professional networking sites.
  • A clear understanding of US Work Visa’s.
  • Clear communication with superior control of the English language.
  • Ability to work in a team and make the team work along.
  • Organized and can optimize team performance.
  • Excellent negotiation skills.
Compensation 5Lacs to 7Lacs
Perks Incentive on every placement, Pickup and drop facility, free meals, Medical Insurance
About the Co. Details of the company releasing the job description.

A job description could be as simple as what has outlined above. However, many times the company releases a standard version of the job description. A standard version is going to have a lot of information that might be of no use to you. And hence your analysis on the job description becomes important. You need to ensure that you pick the important information for you and for the candidate from what you have.

How to analyze a job description – Recruiters

List down the benefits for the candidates if they decide to pick the job. You need to understand that you are selling a job to a prospect. And when you are selling, you better be aware of all the benefits of the opportunity.

And it’s not just knowing the benefits. You must also do a competition analysis. Find out what other similar size companies are offering on the role you are currently hiring. This awareness goes a long way. You would know where to look for your prospects.

You might also like to know the top selling skills and like to create a passive pool for the future. Learn more about the Top 10 highest paying jobs of the future and prepare your pool of candidates now.

Good to have VS. Must have skills

As a rule, you must divide your requirements into good to have and must to have criteria. A job description is going to talk about the most ideal candidate you should hunt for. But the ideal world hardly exists. Find out the exceptions to what is mentioned in the job description.

In the sample job description, the education required is a graduate with a business degree. However, this might just be the desirable qualification. A simple graduate with excellent communication skills might also fit into the role. A recruiter needs to have good communication and selling skills. A graduate degree might just a good to have a requirement.  When you have divided the skills in good to have and must to have, it will be easier for you to find the right fit.

How to analyze a job description – Candidates

Searching for a job is a time consuming and grueling task. From thousands of jobs on job boards, it’s possible ending up wasting a lot of time with wrong opportunities.

The goal here is to only find the opportunities those are worth your time and effort. A few tips, if you keep in mind, will help you achieve this.

Job Titles: Never apply to jobs by just looking at their job titles. Job titles could be deceiving. A manager without management responsibilities is as good as an individual contributor. Always look for roles and responsibilities first.

Good to have vs. must have skills: Find out the most important skills required to get the job done. Do you have them? If yes, then spend more time in analyzing the requirement. If you are 80% match to it, the opportunity is worth your time. Otherwise, move on to the next opportunity.

Unrealistic requirement: A job description that has a long list of must to have a requirement is a red flag. This is a clear indication that the hiring manager is not clear about what they want. You might just end up wasting your time with no results at all with such opportunities.

Beyond Job Description: Some research on sites like Glassdoor will be helpful in your decision making. Take your research to the next step by connecting with a few employees in the organization. Professional networking sites like LinkedIn are great to seek guidance.

Coming back to the recruiter, a deep analysis of job description prepares you well. When a candidate asks about the suitability of the job, you are better prepared to answer back.

As a recruiter, you will need to re-write the job description to make it candidate friendly. Carole Martin has written a beautiful book on the perfect phrases for writing job descriptions. I recommend reading it to better yourself in exciting your candidates with the job descriptions you send to them.

What are the stages of the Recruitment Process?

Recruitment Process
Recruitment Process

You are here because you have selected a career in recruiting. Great! But if you are still contemplating on what your passion is I recommend reading what is your passion.

As you know the process of finding the best fit, for the available job, from the available pool of candidates is recruiting. In the entire recruitment process, you act as a match-maker. At each step in the recruitment process, you ensure to have found the right match for the available job. And you have to do all this in a timely and cost-effective manner.

Different Stages of Recruitment Process

A recruitment process is a step-by-step progressive process. The broader steps involved in the recruiting process are job description analysis, creating a talent pool, screening and selection, expectation setting up, salary negotiation, offer, and on-boarding.

Step-By-Step Recruitment Process
Step-By-Step Recruitment Process

Let us discuss each step in little more detail.

Job Requirement Analysis

As a recruiter, it is important that you understand the job in detail before creating a talent pool. For example, if you need an electrical engineer and you only read engineer, creating a pool of mechanical engineer will be a pure waste of your time.

What’s important is that you make a note of the following from the job description:

  1. Educational Qualification.
  2. Least experience required.
  3. Roles and responsibilities of the job profile.
  4. Salary range offered to the candidate.

This helps you prepare better before you get into the recruiting process. It’s like ensuring that you have the right ammunition before you jump into a war. In my post Job Description and its Analysis, you will get more insight on how to quickly do a job description analysis.

Creating a pool of candidates

Now that you know what you are hunting for, it’s easy to attract the right pool of candidates. Imagine fishing with a fishing rod and the right kind of food to attract the fishes. And now imagine fishing with a fishing rod and expecting to attract alligators.

Method to create the pool of candidates will depend on the type of job you are hunting for. If you are looking for fresher and in bulk, campus hiring may give you fast results. However, if you are looking for a seasoned technologist, LinkedIn might be more suitable.

Screening candidates

Once you have a set of available candidates, put them into the selection process. Your selection process depends on the internal process and project requirements. This might include a communication test, aptitude test, technical test and a few others.

You, as a recruiter, need to ensure that the candidate is kept informed throughout the process. And also that the candidate moves smoothly throughout the process.

Setting up Expectations

After shortlisting the candidates, it’s time to build the right set up expectations with them. This helps in filtering the candidates whose expectations are different than what you have to offer. It also makes the candidate aware with the rest of the interview process and time it takes at each step.

A good recruiter will ensure talking to the candidate pre and post each step of the interview and helping journey as smooth as possible. The entire experience of the interview process gives you an advantage in your next step i.e. Salary Negotiation.

Salary Negotiation

This is the trickiest part of the entire recruiting process. Not everyone is a great negotiator. A recruiter should have the required negotiation skill. Between your negotiation lies your commissions and you need to make most of it.

We all are born negotiator. Remember you negotiating with your other on playing over studying. However, when it comes to negotiating salary, few find it too hard.

The good news is that you can learn how to negotiate well.

You should be quick on negotiating the salary and release the offer letter. Access of negotiation in salary may drift the candidate away from the opportunity.


Offer the best you can and stick to it.  Help the candidate realize the benefits which are beyond the compensation offered.

As soon as you close the negotiation, be quick to send an offer letter and an acceptation on it. Delays at this stage may expose your candidate to other opportunities. Find possibilities to reduce the time to join after offer acceptance.


Expect in a few cases, there is always some gap between the acceptance of the offer letter and the joining date. The candidates are volatile at this stage. And as a recruiter, you must handle the on-boarding process carefully.

The candidate has already made up his/her mind to leave the current organization. But he has not yet joined your organization. This gives him enough space to explore more opportunities. And that’s a risk you live with.

There is no full-proof formula to zero it down. But if you plan well, you will be able to control your loss at this stage to a greater extent. Read more on On-boarding strategies.

Once the candidate has been on-boarded and handed over to the project team, your role as a recruiter ends. It’s time for you to get on to your new hunt.

Recruiting hasn’t got the must deserved appreciation that it is deemed for. But without a great recruiting engine in place companies cannot grow and set up for success. Great companies are made with great employees. And it’s the recruiting team who does the hard work to bring the right talent in the organization at the right time.

Is recruiting career a good choice | 7 Reasons to choose Recruiting Career

Recruiting Career
Recruiting Career

A recruiting career could be one of the most fulfilling careers as it directly impacts people’s life. There are a few such other professions e.g. doctors, teachers and farmers. Believe it or not, Recruitment career is another such noble profession that I rate equally. The job journey becomes difficult if the career is not selected wisely.

While doctors save people life and keep them on, recruiters keep making people’s life better. When people struggle to find a new job, recruiters becomes the rescuer. When you look for a better opportunity, it’s the recruiter you turn to. It is the recruiter that brings you that joy of selection for a better job, better pay, and better role.

Check the top ten jobs for 2020 and prepare yourself for future.

Recruiting career is rewarding, joyful, as well as challenging. It is a step by step process that starts from understanding the job description. Once you know what you need to look for, the next step is to find that relevant talent from the pool of resources. Walking the candidate through the interview process is a crucial part of the process. Making the offer and finally on-boarding him closes the recruiting cycle. The entire process leaves you with a feeling of incomparable gratification.

Well, that’s one side of the story. The other better side is that it is one of the most rewarding careers.

Recruiting Career Salary

Working in a profession that is so noble is one thing, but you still need to make money. In the world of economic distress, recruiting career is one of the most rewarding career to choose. The commission are great on every deal. If you get your basics in place, you will start closing the deals and earn incentives. This will lead to hefty pay-checks month over month.

Recruiting is a skill, once acquired, stays with the person forever. The market situation does not impact a recruiter. BFSI not doing well, no worries, Pharma will still be hiring. It’s ok if retail is not hiring, IT will have tons to hire. Every working professional is on a constant lookout keeping the recruiter busy.

This is a career where learning never ends. You continue to learn about new clients, new businesses, and new people. Every new opening opens doors of new learning and a recruiter is always a very informed person. Every new position enables you to meet many new people and help you increase your network. It’s fair to say that a recruiter is one of the most networked professionals in today’s world.

Recruitment Career is a Sales role

Recruiting is no longer a support role. In most of the organizations and especially a staffing firm, it is a revenue generating role. Like any other sales role, this role is also target driven. One of the best parts of this sales is that you don’t have to move out of your desk. The amount of flexibility a recruiting career provides is unimaginable. You can choose your own working hours and your working location.

Communication, negotiation, and networking are a few life skills now. One need all these three skills to become successful. Recruiting is a career that trains you in all these three life skills.

In the last 18 years, I have worked in many organizations. I have created recruiting organization, managed recruiting operations and have trained many recruiters. I have seen them hitting high success scores and achieving success in life.

The feeling

There is a sense of pride when you are instrumental in building somebody’s career. There is a feeling of accomplishment when you networked to a talent pool which is hidden from others. The feeling of individuality when people know you by your name and not the company you represent. There are a lot of other good feelings that recruiting careers helps you experience. Recruiting is like running your small business unit in the organization.

Challenges in Recruiting Career

Of course, nothing comes for free. Recruiting also comes with challenges like deadlines. It is painful to see your candidate clearing all the rounds and still not getting the offer letter. Many a times you feel helpless because there is as much you can do to client processes. But remember, when there is a problem, there is a solution. There are ways to handle such situation. Only those continue to learn and put their learning in place are able to shine.

Want to be an Expert Recruiter?

You could be a fresher or you might be looking forward to elevating your recruiting career to next level. If you have the passion and willingness to make your recruiting career more rewarding, leave a comment and I will bring help your way.


Hey, I am Amit. I am on my way to build a strong community of people from the recruitment industry. The purpose is to help the recruiters learn the best practices of recruiting and succeed in their career. Join me and experience the change.

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