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Hiring someone is a bit like dating – both of you need to make a good first impression. For most companies, that first impression comes from the job post. Job boards, social media, career sites, and entire websites have sections devoted to rows and rows of open jobs. There, companies compete for the best talent and candidates. More than simply throwing a job post up on these sites is required.
Why? You may have noticed that when you post a job in a few different places, you get a lot of candidates. Sometimes you get more than you can even look through. However, you probably aren’t getting a ton of quality candidates. Other times, you might not get anyone responding to your job post.
Hiring can be feast or famine – neither is great for hiring managers.
Where are you going wrong with job postings? Let’s break it down.
You first need to understand that a job posting isn’t necessarily just a job description. It makes sense why some people think that: a job description defines the position and tells people what they need to know. However, you need to do some selling as well.
Your job description needs to help candidates better understand the role, how it will function within the organization, and what succession would look like.
But a job posting goes further if you want to get more qualified applicants.
It would be best if you thought of a job posting as an advertisement for the role. You need to catch the attention of applicants, sell them on the role and the company, and tell them what the next steps should be.
Writing a great job post will take more than just a few minutes. You need to think about more than just the content. You’ll also have to consider the following:
These are just a few things. It may seem daunting, but don’t fret! There are plenty of ways to automate job postings, reuse things you’ve already created and written, and improve your hiring workflow.
Many people think that they need to do something very different or unique to grab attention. You don’t have to do that. Keep the formatting of your job posting as simple as you can. Don’t use symbols in the job title or description. Use bulleted lists or shortened sentences when you can.
If you are only posting on your website, be sure that the page isn’t too distracting, or you will lose people. Most job postings follow a pretty simple format, so keep yours the same. Job seekers see a lot of posts, and you want yours to stand out because of its contents, not because it pulled attention in a negative way.
You don’t have to use a ton of formal language in your job posting that might make people feel like they shouldn’t apply. However, you want to be serious about your job. You must find that perfect balance between “this is a fun workplace” and “we only want the best people.”
Most people want to work in a professional environment. They aren’t looking for a college dorm. The wording you use when posting will help them understand the culture of your organization.
You might want to create a lengthy post to add importance or capture everyone you possibly can. However, the more information you have, the more likely applicants will be overwhelmed and move on to the next job posting.
LinkedIn found that shorter job postings actually get more applicants. In fact, their study found that the “sweet spot” for job postings is somewhere between 300 and 600 words. Candidates aren’t spending a lot of time reading your job post, so be sure to use the first 100 words to describe exactly what you need. If possible, use formatting to set that text apart.
Have a lot you want to say? Use lists, bullets, and incomplete sentences whenever possible – just be sure to edit!
Job seekers want you to be transparent about the role itself. They want you to tell them what they’ll be doing, how you will measure success, and how they will function within their department and the company.
If you feel comfortable doing so, posting a salary range is a fantastic way to get more applicants. There are some things to consider when posting that salary, so be sure to take your time before you finalize a range. Remember that some people want that very top of that range, so be prepared to back it up. If you come in with a lower offer, you may lose who you want.
What steps do you want someone to take next? Should they email you a resume? Do you want them to submit it on the job site? Should they follow up if they don’t hear from you? How long is the process going to take?
Whatever your call to action is (it will usually be to apply), be clear about it. If you want someone to submit a cover letter and a resume, be sure to state that. Don’t assume that anything is “common knowledge” because it very well may not be. People leave and reenter the workforce, don’t have people helping them, and just don’t do what isn’t explicitly stated.
Who is your ideal applicant? Focus on them when creating a job posting. Many applicants, particularly younger professionals, want job postings to go deeper than simply a description and a salary. They want to know about insurance, paid parental leave, retirement, profit-sharing, and more. Include these things (in their own section and bulleted list, if possible) in your job posting.
Have other perks like work-from-home, office stipends, dog-friendly offices, or summer Fridays? List those out as well. While you want to be brief, these things make you stand out in a good way.
If your target audience is someone younger, think about what makes them dislike their jobs as well. For example, someone with a younger family may not want to travel six months out of the year or someone applying for a remote job may not be able to commute to the office on a regular basis.
We all know that posting a job is only a small part of the hiring process. There are many steps to go before someone becomes an employee, but getting a good job posting is the most important foundational step. If you want to learn more about Trakstar Hire, a streamlined applicant tracking system that makes the hiring process smoother and easier for you and your potential hires, schedule a live demo today!
Trakstar Hire is considered the most user friendly hiring software on the market. If you’re ready to take your recruiting and hiring to the next level, request a Trakstar Hire demo today.
Trakstar is a multi-product HR software provider helping organizations put the people back in people management. Develop and align your staff through better recruiting and applicant tracking, performance management, and learning management. For a more integrated solution to talent management, check out our website and request a live demonstration today.
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