文案与商业写作2021blog.interviewing.io
撰写职位描述时如何避免受众悖论
Avoiding the audience paradox when writing job descriptions
导读
这篇文章讨论写招聘 JD 时常见的“受众悖论”：你想让更多人投递，于是写得人人都适用，结果失去区分度、招来大量不合格申请。作者给出一套把 JD 写得更具体、更能筛人的方法。对写作者来说，它示范了如何用“限定篇幅+反向定义+自检句”把模糊的自我推销改写成有信息量的文字。
可以直接用的写作要点
- 01
用“只有 100 个字”的硬限制逼自己排序，只留真正决定成败的要求，其余全删。
- 02
写一份“反向 JD”：描述你不想要的人，重点写“入职第一天就该会”的隐性能力，门槛反而更清晰。
- 03
给每句话做自检：如果前面能加上“只有傻子才不会……”，这句话就没有区分度，应删掉。
- 04
在文中提前说明第一轮面试考什么、怎么算通过，以及薪资范围，能自动过滤掉大部分噪音申请。
HN 评论精选
用四个具体练习（限字数、反向 JD、傻子测试、入职分享预演）逼出真正的门槛，并公开首轮面试的评判标准来筛掉噪音。
写 JD 时有四个实用练习，帮你排定所需知识经验的优先级：1）假装你只有 100 个词，虽然简单，但狠心删是排序的好办法；2）写一份“反向 JD”，描述你不想要的那种人，诀窍是聚焦“隐性能力”，即你期望他第一天就该知道的东西；3）如果某句话前面能加上“只有傻子才不会……”，那它就不是好的区分点；4）想象你要求这个岗位的人入职第一周做五场分享，主题是什么、要讲到多深。另外，想挡掉不合格申请者，最省事的办法是写清楚第一轮面试考什么、怎么算通过、怎么算不通过：比如“我们期待你准备好讨论以下话题的利弊，尽量引用过往作品……没有相关经验或低于中级水平的候选人不会进入下一轮”。
kthejoker2查看英文原文
Four practical "exercises" when writing JDs to help prioritize the knowledge and experiences you expect this person to bring: 1) Pretend you only have 100 words. Simple stuff, but getting ruthless is a good way to prioritize. 2) Write an "anti-JD": the type of person you don't want for the role. A tip: focus on unconscious competencies - things you expect the person to know on day 1. 3) (Similar to Aline's litmus test in the article of "Can most companies say this about the work they’re doing") If you can write "Only an idiot wouldn't ... " in front of the line, it's not a good differentiator. 4) Imagine you were going to ask the person you hire for this role to give 5 lunch and learns their first week on the job. What would the topics be and to what depth would you expect them to go? Also, at least in my experience, the easiest way to deter "noise" from unqualified applicants is to be clear what the first interview will consist of and how it will be passed/failed. "We expect you to come prepared to discuss the pros and cons of the following, citing previous work as much as possible: (insert relevant topics from exercises above e.g. computer vision, DevOps, Redux, recent famous papers in your field, etc) Candidates without experience or evaluated below an intermediate level of knowledge will not proceed."
薪资是最关键的信息，应该先说，而不是放在一堆公司文化宣传之后。
这篇讲了这么多字，一次都没提“你们给多少钱”？如果不用操心房贷和养家，我手头有一千个开源项目可以投入时间。所以别绕圈子了，先把最关键的那块肉摆上来，再谈你觉得你们公司多酷。
neilwilson查看英文原文
How many word article was that without mentioning once "how much are you paying"? I have a thousand open source projects I could use my time on if paying the mortgage and putting food on the table wasn't an issue. So let's cut the jabber and get the turkey bit out of the way first. Then we can discuss how 'cool' you think you are.
结构上把薪资、硬性要求、加分项前置，砍掉自我吹嘘的公司介绍。
好的 JD 怎么写？第一写薪资和期权，第二写很短的必备技术清单，第三写加分项，然后什么“公司有多酷”都不要写。如果前三条就能吸引到人，他们自己会去搜这家公司、自己判断。
thrill查看英文原文
You know how a cool job description is written? Salary and equity first, very short list of mandatory technologies second, nice to have third, and nothing about how cool the company is. If the first three items attract someone then they're going to google the place and figure that out.
先锁定人再写 JD，重视学习能力而非框架清单，并且一开始就把薪资数字说清楚。
写伟大 JD 的诀窍是：干脆别写。我见过 HR 用表格罗列各种缩写和框架，其实都不重要，还写“极具竞争力的薪资”却一个数字都不给。正确做法是先找到你想招的那个人，再回头写 JD；你要找的是学得快、能创新的人，框架他们几天就能学会。招应届生就去赞助本地学校的黑客松，看到有意思的项目就直接约面试；招资深开发者就靠内部推荐，你的高绩效员工都有朋友，其中有些人可能正闲着。另外把数字摊开说，能省很多时间：我认识一个人面了五轮才谈到薪酬，候选人直接说自己要三倍，否则不值得花这个时间。
908B64B197查看英文原文
The trick to writing a great job description is not to write it at all. I've seen HR depts with spreadsheets and lists of acronyms and frameworks and really none of that matters. and "very competitive salaries" but absolutely no numbers anywhere. You want to find the person you're going to hire, then write the job description. You're looking for fast learners and innovators, they can learn a framework in a few days at most. For college hires, just sponsor a prize at your local school's hackathon. Anyone you meet there with an interesting project just bring onsite for an interview. For more experienced devs, better go with internal recommendations. Your top performers all have friends, and some of them might be bored right now. And be upfront with the numbers; You'll waste less time. I knew someone who wasted 5 rounds of interview with someone (this was outside the Valley) before revealing compensation. The candidate just flat out said he needed 3x or it just wasn't worth his time.
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