The effectiveness of your job postings has a significant impact on your recruitment efforts. By ensuring yours are in the best shape possible, you can access top talent faster, making it easier to connect with right-fit candidates and shortening your time-to-hire.
If you want to improve yours, here are three simple fixes for more effective job postings.
1. Get More Specific
In your job posting, you need to provide a clear picture of the nature of the role. Include a solid overview that discusses its function within the organization and use bullet points to highlight key responsibilities. Additionally, consider outlining a typical day in the job and balance that with a quick synopsis of some of the more exciting – but occasional – elements.
You can also include other details to add specificity. Discussing the function of the position’s team is beneficial, particularly if you can tie it into the company’s broader mission. You can also showcase how the organization makes a difference in the lives of its customers or stakeholders, as well as how it impacts its local community.
Additionally, make sure the job title itself is specific and accurate based on industry norms. While non-traditional job titles may make sense based on your culture, they won’t resonate with all candidates. Plus, they can lead to confusion, as figuring out what kind of role it is from the job title isn’t intuitive.
2. Use Keywords Strategically
When candidates search for opportunities, they rely on keywords. That’s another reason why the job title should reflect job seeker expectations, as those could be the phrases they’re using to find open positions that meet their needs.
It’s also wise to include keywords relating to required or preferred hard skills or technical capabilities. Stick to commonly used terminology over internal preferences. Your goal is to choose keywords that candidates will use as search terms, so any jargon or acronyms that aren’t widespread could cost you applicants.
Similarly, when describing soft skills or traits, go with typical phrasing. For example, “good communication skills” will get more hits than more creative descriptions like “wordsmith,” as candidates will search for the former far more often than the latter.
3. Include Accurate Salary Ranges
While companies are typically resistant to listing salary ranges for a variety of reasons, not knowing how much a job pays is a common pet peeve among job seekers. Candidates can’t determine whether they’d be open to accepting a role if they don’t have compensation details. As a result, they may apply, assuming that the position covers their needs, only to discover late in the hiring process that it isn’t a fit.
By including a salary range, you limit your talent pool based on the compensation you can genuinely offer. As a result, top contenders that advance through your hiring process are more likely to accept an offer (or negotiate to a mutually agreeable point) since they’re fully aware of your limitations.
Contact The Advance Group Today
Ultimately, all three of the simple fixes above can improve your job postings quickly and efficiently, allowing you to access the right kind of talent faster. If you’re working to fill open positions and need a quick, reliable solution that can provide you with high-quality candidates, The Advance Group wants to hear from you. Contact us today.