After a particularly lively conversation with a chief talent officer about their struggle to secure top talent, I received an email titled “Our boring job descriptions.” Attached were three (admittedly boring) descriptions with the words PLEASE HELP as the only content in the body of the email.

Writing effective legal job descriptions is critical for attracting the right candidate who will thrive in your law firm’s culture and ultimately become a crucial component of your firm. The job description is the initial invitation, an introduction to your firm, and an overview of how the candidate will be spending their time and talent. Engaging job descriptions will draw the candidate in and provide a solid picture of they should choose you as their future employer.

The challenge is to make those job descriptions … do their job: tell your firm’s story. What is the remedy for improving boring job descriptions? Here are several elements to help you improve your story and ultimately attract top talent.

Step One: Set the Foundation

A solid foundation is crucial to writing effective job descriptions. Job-seekers are not just looking for a job; they are looking for a company that aligns with their values and goals. By having a strong employer brand strategy, including clear mission and value statements, and a commitment to diversity, equity and inclusion, you can attract candidates who share similar values and are more likely to be a good fit for your firm. It’s important to be authentic in your messaging and showcase your company culture through various channels, such as social media, blog posts and events. By doing so, you can create a positive and engaging candidate experience that sets your firm apart from others and attracts top talent.

Step Two: Show and Tell Your Story

You want the right candidates to read your description and begin to picture themselves at your firm. Take this opportunity to show a candidate what others think about working at your firm by featuring existing employees and leadership in short videos on your site and social media channels, as well as highlighting interesting aspects of your office or charitable organizations that your firm supports. That gives candidates a glimpse into what it’s like to work at your firm. Showcasing your firm’s affinity groups and initiatives through photos and videos can also demonstrate your commitment to diversity and inclusion beyond words and promises, which can be a key factor for many candidates. It’s important to engage your employees on social media and include them in content that shows a genuine passion for your firm and its values. By showing rather than just telling your story, you can create a more compelling and engaging candidate experience.

Step Three: Provide the Necessary Details and Infuse Your Personality

When writing a legal job description, it’s important to include all the necessary details in a clear and concise manner. This includes outlining the core responsibilities of the position, listing the required qualifications, and discussing compensation and benefits. It’s also important to infuse the firm’s personality into the description and highlight the attributes you are looking for in a candidate to ensure a good fit. Use a clear job title and avoid legal jargon or overly complicated language to make the job description more accessible and appealing to potential candidates. By being transparent and thorough in your job description, you can attract top talent and set your firm up for success.

A well-written job description as part of your broader employer brand strategy can make all the difference in attracting the right candidates and building a strong team. Being specific and transparent ensures that candidates have a clear understanding of the job requirements, company culture and compensation package, which can lead to both a better fit and a higher retention rate. Don’t cut corners when it comes to articulating what you are looking for in a candidate; investing in your team can lead to increased productivity, improved client satisfaction and a more successful firm overall.

Want to learn more about creating effective job descriptions as part of developing or refreshing an employer branding strategy that can benefit your firm? Contact Kristen Dallman at kdallman@jaffepr.com for more information.