Writing a Job Posting? Do This, Not That

Crafting a well-written job posting is both a skill and an art.

As the first phase of the recruitment process, this is an opportunity to present to the world what your business needs whilst creating a positive first impression and desire for people to work for it. If written incorrectly, the job posting runs the risk of attracting unqualified applicants, or worse, putting off those who may be a perfect fit. Here are three common job posting mistakes and remedies to overcome them:

?Don’t: Focus on the employer’s need

Do: Write from the applicants perspective

The primary focus of the job posting should not only be to inform potential applicants of an open position, but also to sell it. While the employer's needs should always be in mind, recruiters and hiring managers need to think about how they can make the opportunity an attractive one. A great way to do this is to write a description of the job as if it is a product on offer to a consumer. You wouldn’t buy a car if you couldn't imagine yourself driving it, so why expect someone to apply for a role that they can’t imagine themselves doing? Speak directly to the job posting’s reader; swap phrases such as ‘The ideal candidate will…’ for ‘You will...’ to remove a degree of separation and help the reader envision themselves performing the role on offer. On this same note, there are many companies in the world, so why should a job seeker apply to work at yours? Create excitement for the opportunity by sharing enticing information about the company’s culture, its perks and the unique opportunities that the applicant will have access to if successful.

Don’t: Use biased language

Do: Write with everyone in mind

An extensive amount of research shows that the content and choice of wording in a job posting can have a big effect on who chooses to apply to it. Businesses run a real risk of alienating candidates if they fail to consider how their job posting may be interpreted by different readers. Men, for example, tend to gravitate towards words such as “superior”, while women are drawn to words such as “collaborate”. Job postings with gender-neutral wording get 42 per cent more responses than those that don’t. To tap into this, hiring managers and recruiters should consider using websites such as Gender Decoder to scan the post’s text for bias. More so, data shows that men are more likely to apply for jobs even if they only meet 60 per cent of the desired qualifications, whilst women will often only apply if they meet nearly all of them. Ideally, listed applicant requirements should be limited to the absolutely vital aspects of the role to avoid putting off high potential candidates who may lack a few less important elements of the job criteria.

?Don’t: Hold back important information

Do: Be explicit

Understandably, many job posters like to keep some information, particularly salary details, close to their chests until the negotiation phase of the recruitment process. However, an absence of such details can not only put applicants off of applying due to the lack of transparency but can also cause a negative experience for those who do apply. If an applicant completes multiple phases of the recruitment process only to find that the salary on offer does not meet their requirements, both theirs and the businesses time and efforts would have been wasted. Job postings should, at a minimum, present a salary range to ensure that everyone is on the same page. Additionally, while it is essential to clearly define what criteria the ideal candidate should meet, there is potential to go further than that. By clearly outlining the future accomplishments expected of the role, you can better ensure that only those who are confident that they can create real results for the business will apply to work for it.?

Once the art of job posting is perfected, the next step is to ensure that your interviewing process is optimised to gather and evaluate relevant information about the candidate and identify the best talent for your business. Click here to find out how Bravo Advisors can help you on the next phase of the recruitment journey.