Creating job descriptions for program managers is tough. A problem for many companies is that they end up fixating so much on what they want from candidates that they don’t consider what candidates want from them. You aren’t just posting a job description to fill a role here. You’re trying to attract the very best people to your company and poach talent from other businesses. You’re looking for skilled and successful people who are dissatisfied with their current job but perhaps secure in their position. Therefore, it takes the right incentives to attract applicants and showcase the positives of the role. Here are some important considerations when writing program manager job descriptions.
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Finding The Best Person For The Job
The obvious approach when creating a job description for program managers is to talk about everything you want from a candidate. This is a crucial starting point so that you can get the right fit. If you need someone with specific qualifications to handle certain aspects of the job, you need to mention this in the qualifications section.
The best way to make sure you and your applicants are on the same page is to go over the role and responsibilities. The section about the role can be a short overview of what the company’s aims are, how the program manager would help fulfill those, and who they’d be reporting to. Once you get to the responsibilities, you can go into greater detail about the day-to-day running of the programs and what’s expected of the candidates. This list lets applicants see how the role differs from what they do now, where they can use their current experience, and why they get to challenge themselves with new opportunities.
Attracting Program Managers To Your Company
The next step when writing the perfect program manager job description is to make the role as appealing as possible. Program managers are looking for a role that will benefit them in various ways and give them a reason to leave their current position. Therefore, if you focus too much on what you want from a new manager and not enough on what they want, you might struggle to get the best candidates. Once you’ve determined the roles, responsibilities, and qualifications, you can move on to the perks of the job.
Job perks come in different forms, and it helps to cover all the bases to come across as a great place to work. As with the responsibilities, you don’t have to go into too much detail and overload readers with information. You can draft a concise series of bullet points that highlight key points. Give readers a taste. They can always ask further questions about the different factors at their interview or do further research about company policy on your website. It helps to start with the important points like salary, paid time off, and the potential for flexible hours. You can also mention some of the perks related to health and wellness. This includes company programs and on-site facilities to aid with mental health and a better work-life balance.
From there, you can also mention the potential for training and education. This is a big deal for program managers seeking career progression. This role isn’t going to be the end of the line for them. They’re going to relish the chance to learn more about management and additional roles while working on more complex projects. Training courses and corporate away days show that you’re keen to encourage this development. Show prospective candidates how a position at your company would help them thrive.
Getting Your Job Description Seen By The Right People
Another consideration when attracting the best program managers is how you market the job. It’s important to put the job listing on the right directories and websites, including the vacancies page of your own company website. However, this relies on candidates actively searching for roles at your company. The best program managers may not come to you directly. You need to be more proactive in finding them.
That’s where social media posts can help. You can use posts on various platforms to market this vacancy as an exciting opportunity for the right person. These engaging ads can talk about the benefits of being a program manager in a company with a better work-life balance and training opportunities. You can promote the company as a place to develop skills and enjoy exciting challenges. Those ads can then direct people to the online job listing and company website via links.
The idea here is that suitable candidates will see the ads during their downtime while scrolling on their phones. Or, they might have the post sent to them by friends and family who saw it. Any engagement is good if it gets you closer to the perfect candidate. Even if they don’t click the link straightaway, the idea that there’s a better option is in their head. A well-designed ad on Facebook, Instagram, or LinkedIn could be the final push they need to make a change.
Writing Job Descriptions For Candidates Not For Employers
The bottom line here is that you want to write a job description for program managers with those candidates in mind. You have to write for the audience rather than for yourself. You still need all those important details about the role, responsibilities, and qualifications to get the right fit for the position. Otherwise, you’re just going to waste everyone’s time at the interview stage. Still, you need to follow this up with the more candidate-focused aspects of the job to get them excited to apply. Highlight all those perks to show them why you’re so much better than their current employer.
Remember that there are plenty of qualified people out there going through the motions in a job with no prospects for growth. They want something exciting and challenging in a better work environment. Take your time drafting the perfect job description that shows them why you can provide everything they need.