When you post a job listing, you’re painting a picture of the perfect candidate, but you’re also marketing your company to potential employees. You will be judged on your job postings the same as you judge a résumé, especially when you’re looking for highly skilled technical talent. They tend to be picky; they can be.
If you aren’t sure exactly what the job entails from a technical perspective, don’t pretend that you do. Either nail the technical details or explain the business responsibilities and be prepared to answer questions for interviews. Technical talent can smell clueless a mile away, and they will question whether they want to work for someone who doesn’t know what they do.
Make sure you can list three to five reasons for EACH of your job requirements. If you can’t it means one of two things.
- You don’t really need that attribute, you’re just filling up space or like the way it sounds.
- You don’t know enough about the position you’re trying to fill to make the determination.
If either of these is the case, don’t include that job requirement. Your new web programmer doesn’t need to know every programming language since 1974. I promise.