I’ve been thinking about how opportunities present themselves and what motivates us to follow up or engage in the conversation.  I’ve always considered myself to be an enthusiastic soul who grabs opportunities with both hands, and I encourage others to do the same.  Sometimes that’s as their coach and other times it’s as a friend or colleague.  I’m excited that the people I’ve worked with more recently who’ve experienced tough times, are now celebrating work anniversaries or promotions, while a handful are still hoping to find their golden ticket.

Like most people I get anxious about beginning a new assignment – will I remember how that system works or how to fit my “tone of voice” to that audience.  A few sleepless nights are inevitable and then I find my groove.  Just before Christmas I found myself needing to work in a specific system environment for the first time.  The project deadlines were so tight that I didn’t have time to learn the basics before I needed to jump in and get on.  At the end of the three weeks, and by the time I’d worked out “chat” options, it was time to wave goodbye.  This is a very real example of learn as you go and I’m all the better for the experience.

You know me, I tend to join the most unlikely elements together when I write.  To be honest with you, it’s what I do full-stop.  I’ve got better at explaining myself and highlighting my thought processes – enthusiasm is my only defense.  And today, it’s my enthusiasm for JDs, personal profiles and job ads which got me thinking about how employers design jobs and how jobseekers perceive them.  Capability gaps and skills shortages aren’t great news for employers right now; they’ve got services or products to deliver.  Likewise, a laundry list of personal requirements may scare off less confident jobseekers.  As with most things, the solution is all about balance.

Let me explain.  Jobseekers are hoping to be excited by an opportunity because it matches their values just as much as their strengths.  Sustainability, business ethics and integrity are crowd-pleasers right now.  Organisational values are under scrutiny.  More young people than ever are applying to study nursing (encouraged by the pandemic).  It’s time for employers to show how jobs have been designed to support their local communities, as much as their global business objectives.  If skills are in short supply, then why not help to develop them?

I love a pause button (almost as much as a delete button).  Today, I’m encouraging us all to spend time thinking about how we engage with our audiences.  What will motivate them to engage in the conversation?  And what’s the story we want to tell?  Whether, you’re hoping to revitalise your CV or increase candidate volumes, here are a few ideas to get you started.  It’s another angle on the positive communications soapbox I’ve come to own.

Step one – ask yourself these questions:

·       What is the population I want to engage with and excite?

·       Does this describe what I’ve done or need someone to do in everyday, accessible language?

·       Have I appealed to as broad an audience or range of people as possible?

·       Do I really need to include this?

·       What will my audience value?

·       What/where are the learning opportunities?

·       Are all the elements joined up e.g., JD and job advert, CV and supporting documents?

·       Have I written in an inclusive style?

·       Will people be motivated to act positively?

Step two – change your ideas and what you’ve written:

·       Delete duplication / repetition

·       Swap unnecessary adjectives for a more relevant noun or verb

·       Make it current and relevant – hook and draw in your audience

·       Write with rhythm

·       Use stories and storytelling to bring ideas to life

·       Be exciting, mix it up a bit and smile through your words

If you’d like help communicating your jobs or writing a standout CV Let’s talk