So you have a job opening or vacancy and you want to attract the right candidates.
Here are 7 steps to follow to achieve an impactful job posting.
1. The Engaging Job Title
Keep it simple and engaging. Searchable words and fit for purpose in your job advertisement should be the goal. If you want Social Media Manager who’s focus is Online Marketing, clearly express this is the job title.
2. Give a Positive Introduction
Grab the attention of candidates by keeping it short and interesting. You can include more information about the company at the end of the post if readers are interested to know more about the company. Be sure to include:
- Who you are: What is the name of the company? What products and services do you offer? What is your mission? Where do you operate? Any major achievements? What makes you interesting as an employer?
- Why are you hiring? Are you expanding? Is this for a special project? Restructuring? Temporary assignment? This is a great way to manage expectations.
3. Position Description
Describe the position being offered using positive language, but be realistic. Be concise and where possible, use bullet points to list the most important responsibilities or obligations. What do you expect candidates to offer in terms of level of experience? What kind of team dynamics need to be considered? What role does this position report to? Your Job Advertisement should be easy to scan and interpret.
4. Skills and other Requirements
Think about the actual candidate for a minute. What should this person bring to the position? What are assets to have? What are must-haves? Communication level requirements, or Skill Level requirements should be outlined here. Be mindful of current legislation that protects against discrimination against gender, ethnicity etc.
Personal qualities can be captured here as well. We recommend that you focus on the actual behavior you want to see rather than just listing traits like “good communication”. Are you looking for someone that can “Create communicate in print format under pressure”?
5. Why choose you as an employer?
Apart from the ideal job or position, candidates look at the company culture, benefits and even developmental opportunities. Describe what they can expect so that they can get a sense of who you are and what you offer.
6. How can they share their interest from your Job Advertisement?
Tell candidates how to apply for this position. How should they submit their documents? Who should they contact with any questions they might have? How exactly does the application process work, and what should they expect if they are called for an interview?
7. Include company background
If you wish, at the end you can add a few vital statistics about the company, e.g. foundation year, list of investors, name(s) of manager(s), etc.
You may want to make changes to the format depending on the distribution channel of your job posting.
If you want to know exactly how successfully your job ads are performing, be sure to use channels that give you the opportunity to track candidates and analyze reach of your posts.
8. Have colleagues review the job posting
Have several people in the department review the position and give their honest feedback. They could find errors or make suggestions that help sell the opportunity.
9. Keep the job posting in the 300-700 word range
According to Textio their data shows, the optimal length of an effective job posting is around 300-700 words. In our experience as technical recruiters, longer job postings ten to attract fewer candidates.
10. Structure your job posting
Candidates conducting a job search may look at hundreds of job postings a week. Keep the job description at 4-6 paragraphs or fewer. This because in our experience too long of a job description turns off candidates which reduces your number of applicants.
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