Virtual assistants serve a critical role in a business as they assist company executives with critical administrative tasks. “To take any business to the next level, hiring managers need virtual assistants with the right skills and experience,” shares BruntWork CEO Winston Ong.
While virtual assistant roles typically have the same responsibilities, posting an informative job description is crucial to attracting the best hires. “Paying attention to job descriptions is important because they give a first impression to potential candidates. Not only should the job description list key responsibilities, but it should promote the company’s core values and highlight the benefits of working for the company,” says Ong.
A clear, concise and inclusive job description will inevitably help businesses stand out among competitors and will self-select suitable candidates. BruntWork reveals its job description format which has played a crucial role in attracting its best candidates for entrepreneur clients.
Use Related Keywords in the Job Title
The first thing hiring managers should have in an effective job description is the job title. It should be concise and clearly indicate the purpose and scope of the job.
Ong believes sticking to industry terms that candidates would normally search for is the best way to go, otherwise companies could come up empty when top candidates don’t find the job description. “When they do, the best candidates are often turned off by quirky language in job titles,” adds Ong
Be Specific With the Responsibilities
According to Ong, defining responsibilities of each role in a company is a core ingredient not just for successful hires but for the business as a whole. “When people know what they’re supposed to do, the workforce tends to be more productive, and there’s less chance of duplication of roles and tasks,” says Ong.
While companies don’t need to mention every single task of a virtual assistant, it’s always good to provide an overview to communicate expectations. Top candidates are also drawn to roles that highlight the essential functions of the job.
The easiest and most straightforward way to do this is to create bullet points and list details in order of importance. “A good rule of thumb is 8 to 14 points, with each point telling the purpose as well as the outcome,” says Ong.
The duties and responsibilities section of a job description is also a great portion for adding relevant keywords so that candidates find the posting.
Communicate What You’re Looking For
A winning job description format includes both must-have and nice-to-have skills needed to succeed in the role. Businesses need to be specific and communicate the required or preferred skills, education level, certifications, personal characteristics, abilities and years of experience.
“This portion helps potential candidates gauge their skills and experience and decide whether or not they should apply,” says Ong. He further reminds companies to separate the required from the preferred skills, so hiring managers don’t miss the fitting candidates because of the flexible skills they lack.
Provide a Strong Company Background
To attract the right candidates, Ong says pitching the company’s core values and mission in vision in two to four sentences might be a great idea. “Stir them up for an in-depth search of who you are and what it’s like to work with you,” adds Ong.
The company background section provides an opportunity to brag about the benefits and perks of joining the company.
How BruntWork Fares in Attracting the Best Virtual Assistants
While outsourcing vendors have experienced explosive growth during the coronavirus pandemic, none has witnessed more success than BruntWork. As of March 2022, the company reported 384% growth in monthly recurring revenue as its global client base and number of new hires increased.
There’s a reason why BruntWork experienced such success. Ong says there are many factors and variables that contributed to the company’s growth, but he admits that hiring top candidates played a significant role.
Unlike most of its competition, BruntWork was able to attract the attention of top hires from different geographic locations. “We were able to enjoy a greater pool of talent just by adjusting and fixing our job postings, taking note to be as specific as possible,” reveals Ong.
