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May 24, 2021

5 Tips for Writing a Compelling Job Description

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One of the biggest challenges employers in any industry face is hiring quality, experienced, and dedicated team members. The Medical Aesthetic industry is no different. Medical Aesthetics is projected to continue its double-digit growth over the next several years, and the number of available positions already exceeds the volume of qualified candidates in the market. 

 

As aesthetic businesses grow, securing top talent continues to be a priority, and it starts with writing a great job description. Job Snob has outlined five tips for writing a compelling job description to help launch your candidate search.

 

LEAD WITH YOUR STORY 

Successful hiring is not only about a candidate’s ability to present his or her best self, but also your business’s ability to attract qualified candidates to your position. Too often do job descriptions focus solely on the roles, responsibilities, and experience needed, but lack anything to differentiate the hiring company itself. Leading with your business’s story makes the opportunity appealing and provides insight into your culture. Make sure to include what makes your practice or business unique, which will generate excitement around the possibility of working with your team. Speak to the culture you want to create in order to attract people who will help you achieve that culture. Whether you describe your business as “innovative”, “well-established”, “fast-paced”, “elite”, or “fun”, make sure you use the right language so your culture truly shines through within the job description. Lean towards a positive overall tone and avoid excessive formatting (all caps, bold, underlined, etc), which may be off-putting to candidates. 

 

CHOOSE THE RIGHT JOB TITLE

Make sure your job title is appropriate for the role. For aesthetic providers, the job title should directly correlate with the primary role/s which that individual will be performing. For example, for an injector, try “Aesthetic RN Provider” or “Aesthetic Injector (NP/PA)” instead of listing “Registered Nurse”. If the provider is primarily going to focus on laser treatments, you might list “Experienced Laser RN” or “Aesthetic Laser Tech”. Be clear about the experience level needed within the first few sentences of your job description, which will limit the volume of unqualified candidates who apply for the role. 

 

CLEARLY DEFINE ROLES + RESPONSIBILITIES

Be crystal clear and set well-defined expectations about the role for which you are looking to hire. This should balance all of the exciting aspects of the position with the less “sexy” parts of the role. Make sure to include hours and a breakdown of what portion of time will be spent on each particular duty. For example, “This role will require about 70% of time spent on surgical coordinating and 30% on overseeing the OR team”.  This helps to avoid any miscommunications about expectations before and after a hire is made. This portion of your job description is also a great place to build the foundation for future performance reviews. 

 

OUTLINE SKILLS + QUALIFICATIONS + PERSONALITY TRAITS

Be very specific about which skills and qualifications are a “need to have” (valid license, degree, years of experience, certifications, etc) versus “nice to have” (specific device experience, existing clientele, etc). This will vary for each business and position, so make sure to be thoughtful about what is absolutely essential versus desirable. If you are looking to fill a position that has a limited talent pool (aesthetic injectors, director-level positions, etc), you may choose to cast a wide net in order to avoid dissuading potential candidates from applying. Also keep in mind that aesthetics is a people business. Define the intangibles and personality traits that your ideal candidate should bring to the table (leadership, team work, positivity, etc.). 

 

SALARY, BENEFITS + CAREER PATHWAYS

You may choose to list compensation as “competitive salary based on experience”, however, if you are comfortable providing even a broad range of total earnings, you may weed out potential under or overqualified candidates on the front end. If you decide to go the latter route, be sure that you are ready to discuss clear parameters defining where candidates will start within that compensation range. Also, don’t underestimate the power of benefits and other “work perks”. If you don’t offer health benefits but employees have access to complementary treatments, for example, make sure to include that. Is the schedule flexible? Do you offer advanced career training or access to thought leaders? Do you regularly host catered lunches? Different factors matter to every candidate, so paint the whole picture and don’t undersell your work environment. Also make sure to include any potential career pathways, promotional opportunities and other long term benefits of working with your organization.  

 

Need a second set of eyes on your job description? Job Snob is happy to review completed job descriptions for recruiting and job board clients who post on our site. Our goal is to help match the top Medical Aesthetic professionals with the best career opportunities.  

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