Job Descriptions: Detail, Experience, Clarity

Author: Rachael Atkinson, Marketing Executive, G2 Legal Ltd

In the world of legal recruitment, a well-crafted job description is comparable to a golden ticket. It attracts the right candidates, speeds up the hiring process, and ultimately results in the perfect fit for the role.  However, all too often, we encounter descriptions that can be unclear or have little information about the role, leaving both employers and candidates frustrated and confused. 

Our legal recruitment consultants see this problem first hand. As our Director of Operations Stephen Chantry puts it, "A job description is always welcome, but it's only part of the picture." These descriptions often lack the crucial details that paint a clear picture of the role, the team dynamic, and the specific skills required.

Imagine you're a lawyer seeking a new position. You come across a job listing with the title "Legal Associate." The description is a generic list of duties, offering little insight into the practice area, team culture, or daily tasks. This ambiguity leaves you wondering: Is this a transactional or litigation role? How much client contact will there be? What are the expectations for workload and overtime? Without this information, applying becomes a gamble, and a qualified candidate might pass on an otherwise perfect opportunity.

The repercussions extend beyond the candidate experience. Unclear job descriptions lead to a flood of unqualified applications, wasting valuable time and resources for hiring managers. They also create unrealistic expectations for the role, potentially leading to high turnover when the reality doesn't match the envisioned position.

So, what can be done? Here's how both legal recruiters and employers can work together to craft effective job descriptions:

Employers: Invest in Clarity

• Specificity is Key: Don't just list tasks; delve deeper. What specific legal issues will the associate handle? What industry knowledge is required? Are there specific software programs or research skills necessary?

• Paint a Picture of the Team: Candidates want to know who they'll be working with. Describe the team dynamic, the reporting structure, and the opportunities for collaboration.

• Be Honest About Expectations: Is this a high-volume, fast-paced role? Mention it! Transparency about workload and overtime helps attract the right fit.

• Market the Opportunity: Don't underestimate the power of showcasing your company culture and career trajectory. What are the possibilities for growth within the firm? Highlighting these aspects can attract top talent.

• Remember: A well-written job description serves a dual purpose. It attracts qualified candidates and acts as a legal document during the hiring process. Ensure it accurately reflects the role and avoids discriminatory language regarding age, gender, or disability. Unconscious bias in job descriptions can create a confidence gap, with a Hewlett Packard study suggesting men apply for jobs meeting just 60% of the qualifications, while women hold themselves to a higher standard, applying only if they meet 100%.

• Highlight the benefits: Job descriptions should showcase not only responsibilities but also the benefits package and the flexibility of hybrid or remote work options. This can attract more talent as our recent salary survey revealed that 80% of respondents prioritise a hybrid working model.

Candidates: Don't Be Afraid to Ask!

As our Regional Associate Director Paul Norman advises, "If you see an unclear job description, don't apply!" While applying to every opportunity might seem like a numbers game, blindly applying often leads to disappointment. Instead, consider reaching out to a legal recruitment agency. A good recruiter acts as a bridge between you and the employer. We know the right questions to ask and can clarify the finer points of the role, saving you time and frustration. By building a relationship with a recruiter, you gain access to exclusive opportunities and receive expert guidance throughout the hiring process.

The Bottom Line:

Clear communication is the cornerstone of a successful hiring process. By investing in well-crafted job descriptions and open communication, both employers and candidates can navigate the often-challenging world of legal recruitment with greater clarity and confidence. After all, a perfect match is worth the effort!

For employers seeking help crafting clear and compelling job descriptions, or candidates navigating the application process, our team is here to help. Reach out to us at info@g2legal.com to learn more.