The Produce Industry job market is fast-moving and competitive, so if you want to attract the best candidates, a well-written job description goes a long way. Keep in mind there’s a difference between a formal Job Description and an online job advertisement. Most companies maintain official, clearly defined job descriptions, but a job ad is something different – it’s MARKETING and should read more like an advertisement in order to attract attention, build interest, and reach more and better candidates.
At JoeProduce.com, we encourage employers to write job ads that read like an advertisement rather than a formal job description. When that’s not an option, we offer our writing services to help out.
1. Think of the job description as the “sales brochure” that will sell the job to prospective employees
Your goal is to let the produce industry know that you have a fabulous employment opportunity at your organization, so write a job description that is engaging, inviting, and worthy of attention. Give candidates a reason to be excited! Build some excitement for your company by highlighting the elements that make the job a great opportunity. Why is your company a great place to work? How does this position contribute to the overall mission and goals of the company? Write something about the company and position that is inspiring and appealing.
2. Explain the role
Tell potential candidates about the role they will play within the organization and describe the type of work they’ll be doing. Explain who they’re likely to be interacting with on a daily basis, and tell them how the role will fit into the overall organization. List the key responsibilities with present-tense action verbs — “research marketing trends” or “network with potential buyers” are good examples. Let candidates visualize what a typical day might be like. If candidates can picture themselves doing the job, they’re more likely to apply.
3. Qualifications - focus on what is most important
If your most important element in a candidate is experience, make sure you explain exactly what type of experience and how many years are required, rather than simply saying “Experienced sales person.” If an outgoing personality is important, don’t be afraid to include that. Keep the focus on the most important elements so the whole world doesn’t think they’re qualified for the position. Remember - Requirements are required! Your list of requirements should be clearly stated and complete. If your new hire must be bilingual, or must have a 4-year degree, or must travel routinely, you need to be clear. Otherwise, you’ll likely waste your time reviewing too many resumes from unqualified candidates. Include a basic list of skills. Ask yourself which set of skills will be a great asset to the position and the candidate. For example, should the person be proficient with Excel, Produce Pro, or Famous Software? Would you like to hire a person who has excellent public speaking or presentation skills?
4. Real vs. Ideal. Don't let the ideal define your candidate
Yes, ideally you're looking for a shining “superstar” with deep experience and commitment. Yes, that would solve all current and future challenges while keeping your costs under control. However, that person just doesn't exist. Or if they do, they're so rare and in-demand that it would be nearly impossible to hire them. Be realistic about your expectations. Ask yourself, “What's the most important task that needs to be accomplished right now to grow the company?” Hire the best person to complete that task!
5. Say something about your company culture
Make sure the culture of the organization has a place in the job ad, but take care to reflect the company in an honest and balanced way. You want to give candidates a sense of your company culture in order to attract the people who are most likely to fit in with the team. This can also serve as a subtle signal to those who may not be a good fit. 
