With an increase in demand for counselors and a growing number of highly qualified counselors, it is more important than ever to hire excellent counselors for your organization or agency. But where do you start? And how do you create an attractive counseling job description that beats the noise of job boards?
The Structure of a Good Job Description
So, how do you create a job description that attracts qualified counselors? In your job description, you want to define job expectations and requirements clearly. In addition, you also want to introduce your candidate to your organization and what it will be like to work for you.
Keeping this in mind, the structure of an effective counseling job description will include:
Job title and location
The job title is the first thing potential candidates will see, and so you need to be clear and deliberate with the title you include in your description. The job title should include what the employee will do and their level of seniority. For example, Assistant Director for Wellness or Assistant Director for Survivor Support and Advocacy.
Keep in mind that your job title should also be optimized for job board search engines. So a relevant title instead of a quirky one will prove more effective.
Additionally, you will also want to highlight the location of the job and if remote working or telecommuting is an option.
Next, you want to offer a high-level summary of the position. You may explain why your organization is looking for a new counselor and what goals you are trying to achieve with this new hire. This section is a prelude to the next section: responsibilities.
To get an idea of what you should include in your job summary, check out these jobs on the Tevera job site.
Duties and responsibilities
Here, you go into details of your new hire’s exact responsibilities, what they will be expected to take on and what their day-to-day will look like. This section should be the meat of your job description. Use bullet points to make it easy for readers to grasp the core responsibilities of the job. Also, include terminology and keywords that match the profession, and by extension, match what candidates are looking for.
A few quick tips on the language included within a counseling job description:
- Work with a hiring manager as they know best who to hire
- Use the right terminology and keywords to attract suitable candidates.
- Avoid condescending language that might deter quality candidates from applying.
- Use gender-neutral pronouns to be more inclusive.
Requirements and desired experience
Next, you want to list down the requirements for being considered for the job. List down the required education, necessary skills, and years of experience needed. You may also include other specific and relevant desired experience. However, avoid overstating what you need, as this will deter quality candidates from applying.
Most candidates expect essential benefits such as health insurance, paid time off, sick leave, vacation time, retirement savings, and so on. In addition to these, it is a good idea to also include unique benefits they would get from working at your organization. Here is an opportunity to show that your organization cares about its employees and their well-being. If applicable, show that you offer flexible work schedules, wellness programs, company swag, and so on. Speak with your leadership team to identify unique benefits that will attract more quality candidates to your organization.
While there are varying views on whether companies should disclose the salary for a given job description, it is a good idea to give your candidates some insight into what they will receive. If not an exact amount, provide a salary range instead.
This is where you present your organization, its goals, and mission to your candidates. Tell them about your organization and what it’s like to be an employee. You may include highlights of your company culture and even a link to your company’s career page so they can learn more about what it’s like to work for you. Candidates not only want a satisfying and well-paying job but also want to work for an organization that matches their personality and values. This is an excellent place to build on your organization’s story and purpose.
How to Set Counseling Candidates up for Success
Your counseling job description is the first touchpoint between you and your candidate. Therefore, what you include in this description will set them up to succeed or fail when they apply and interview.
The more clear, detailed, and targeted information you provide, the more relevant and quality candidates will apply. However, if your job description is too demanding or too vague, you may lose out on candidates who have the skills but cannot determine if your organization is looking for those skills.
The best way to set your counseling candidates up for success is to provide as much information as possible in the job description. The counseling job description is the right place to set expectations. Let candidates know what you need from them. You may also be clear about what your organization is not looking for.
It is also a good idea to recommend candidates check out your organization’s website, careers page, and social media channels so that they can get a good idea of what your organization is about. This way, they don’t come into the application process unaware.
Alternatively, you may even let candidates know who to reach out to if they have any questions about the job position or the company. This gives them another way to learn more about the expectations of the role and culture of the organization.
Where to Post Counseling Job Descriptions and Positions
You can post and share your job description in multiple places. However, the key is to post them on relevant sites where your high-quality and skilled candidates look for jobs like yours.
Here is where recruitment marketing can prove helpful as it focuses on getting your organization and job opportunities in front of the right eyes by optimizing your job descriptions to creating compelling careers pages to advertising your opportunities in the right places.
Some key places to advertise your counseling job description include:
First, you want to publish your job descriptions on your organization’s careers page. Candidates interested in working for your organization will often check your careers page for open job opportunities. So, it is a good practice to be active on this page and keep job postings updated. You may even include a form that candidates can fill and submit for a posting that is not currently available. This will help you collect resumes and applications of candidates over time, and when a relevant position opens up, you can start with these applications.
College Job Boards
You can also post jobs on college and university job boards. Universities often partner with job boards so that students can connect with companies and organizations in an efficient and safe way. If you are looking to hire new graduates, then this is a good place to start.
Niche Job Sites
Next, you want to publish your job posting on relevant and niche job sites like Tevera Pro. Tevera Pro is designed to support those in the helping professions field.
Last Call: General Job Sites
Finally, you can also post on general job sites such as LinkedIn, Indeed, Glassdoor, etc. Even though these are not highly targeted job sites, it is good to have another avenue open for applications.
Recruiting and finding the right counseling candidates for your organization can be hard. However, there are many tools and resources available to make this process easier — from recruitment marketing to an array of job boards. Get started by creating detailed descriptions for your counseling jobs and advertising them on relevant websites. With a clear job description, you will find the right candidates in no time!
Want to publish job positions on a niche site for the helping professions? Sign up for Tevera Pro!