HOW TO GET MORE CANDIDATES FROM YOUR JOB POSTINGS.

For years, companies have been using the same format, the same language, and the same requirements when posting job descriptions. When a job seeker is looking at job postings, they see the same thing every other company is posting. As an employer, you want to stand out. We are in a candidate short market. There is more competition for talent today than there ever has been. The typical job postings are excluding highly skilled candidates.

A job posting should be designed to entice a job seeker to check out your organization further. It should “hook” them with the first sentence. Example: If you are hiring for a Recruiter, it should start with something like: “Are you a leader? Creative? Love the idea of hiring exceptional talent in an industry that changes people’s lives? Are you seeking an environment that encourages growth mindset?”. If the person reading the title fits this description, they are going to continue to read. Job descriptions have become more like a list of must-haves which turns candidates away. They should be put together more like an ad that shows the seeker the benefits of working for your company. Forget using big, fancy words. Use words that any average person can understand, even if it is a for a high-level role. Remember, you are trying to attract candidates—not scare them off.

Be realistic with job responsibilities.?Listing things such as “must be able to multi-task” or “must be willing to do multiple jobs” is a turn off to a candidate. Don’t try to put duties for multiple roles into one listing, and then add a bunch of must-have requirements. Breaking down the responsibilities by percentage can help eliminate candidates before they apply. Decide which key responsibilities are most important and focus on those. You are looking for a team player, not the next President of the United States.

Consider accepting equivalent experience over a 4-year college degree. In the minds of hiring manager and/or upper management, having a formal degree shows dedication and commitment. I certainly am not against education, but it is not the only one way to determine if a candidate is dedicated and committed. Do not overlook someone who has incredible experience. You could be passing up a rock star employee by eliminating a candidate that does not have a degree. Do not misunderstand what I am saying. There are some specialized positions that do need a degree or certificate such as Lawyer, Doctor, CPA, Human Resources Directors but the vast majority of roles do not.

?

Talk about what your company stands for. Discuss the values, culture, and what makes your organization a great place to work.?Culture is one of the main reasons people stay or leave their jobs, and yet it is rarely ever listed in a job posting. Discuss your core values, talk about why your team is the best and why someone would want to be a part of it. If your company has an onsite daycare or you allow people to bring their dogs to work, talk about it. If your company offers Friday off or monthly team events outside the office, throw that in there too.

Finally, In a market like we are in now, I don't recommend listing salary unless you have zero flexibility. If you do list it, make sure you are knowledgeable on what the market is paying for a particular role. Make sure your requirements match the level and pay of that position.?If your Controller position requires a master’s degree and 15-plus years of experience in a particular industry with a variety of tasks, make sure are offering a competitive salary, bonus, and benefits. If you are unable to pay market value, you should review your list of requirements and cut it down to more realistic levels.

These are just a few tips that might help take your job posting up a notch and separate you from the competition.

If you need an expert to assist you with your recruiting efforts, let's have a short conversation to see if it would make sense to partner together. Feel free to call me at (281) 549-5428 or email me at [email protected]. I look forward to continuing to offer tips and advice and connecting in the future.

Respectfully,

Ann Bedford-Flood