A Simple Way to Improve Your Job Posting

Implementing this simple trick is a surefire way to improve the performance of your job postings!

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A proven way to improve your job postings

As the war for talent continues, employers are struggling to cut through the noise and attract the attention of the potential job candidates. Since today’s candidates have a lot of options for finding jobs and they are in demand, getting their attention is not easy.

This is where recruitment marketing comes in. Think about it for a second. Your job posting is just a one in million of other being promoted across different job boards, social media channels, etc.

Even if your potential job candidates do click on your job posting, what will keep them there and how will your job posting convince them to apply? Why shouldn’t they browse away to your competitors’ job postings? What makes your job posting different and memorable among so many similar job postings? How can you make your job posting stand out?

The solution is simple – add a video to your job posting!

Top 3 video job posting statistics

Job postings with videos perform better – it’s a proven fact.

Check out these statistics:

Statistic #1: Job postings with videos reach more candidates

According to Wordstream, video generates an amazing 1200% more shares than text and images combined!

In other words, if you add a video to your job postings, more people will share your job postings. As a result, your job postings will be able to reach the significantly greater number of people.  

Statistic #2: Job postings with videos get more views

According to CareerBuilder, job postings with video icons are viewed 12% more than postings without video!

In other words, if you add a video to your job postings, more people will click on it to see it!

Statistic #3: Job postings with videos generate get more applicants

CareerBuilder survey has found that job postings with videos have a 34% greater application rate.

In other words, if you add a video to your job postings, you will have a larger pool of candidates to choose from!

In short, adding videos to your job postings will improve the performance of your job postings. They will have a wider reach, more views and generate more applications – it’s a proven fact!

How to write a great job posting?

Writing a great job posting is not easy. Luckily, there are certain job advertisement best practices you can follow. Check out our Ultimate Guide for Posting Jobs That Stand Out!

How to create a recruitment video?

Yes, you can create a great recruitment video on your own. No big budgets, special equipment or filming experience needed. You can create a great, authentic recruitment video with your own smartphone! Want to know how? Check out out practical tips for creating a perfect recruitment video. 🙂

 

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6 Ways to Optimize Your Job Advertisements

In this blog post, you will learn 6 easy ways to optimize your job advertisement and turn them into a talent magnet.

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Turn your job descriptions into great job advertisements

The problem with job descriptions?

They are basically all the same. They are all written in the same old, boring fashion.

If you want to attract top talent’s attention, you need to turn your ‘plain old job descriptions templates into compelling job advertisements.

In this article, we will show you 6 effective ways to do it!

6 ways to optimize your job advertisements

Here are the 6 ways to optimize your job advertisements:

1. Target your ideal candidates with a precise title

Your job title is the most important part of your whole job advertisement.

The title of your job advertisement is the first thing that most of the job seekers will see.

It is up to the title of your job advertisement to allure the right type of candidates to click on your job advertisement and actually read the whole thing.

The best way to ensure that is to call out your relevant candidates.

You will do that by clearly stating the name, level and location of a position you are looking to fill.

2. Grab candidates’ attention with your first paragraph

Your job title’s role is to attract the attention of your perfect candidates, but it is up to your first paragraph to sell the job.

This paragraph is your unique chance to hook candidates and lure them into reading the rest of your job advertisement.

How will you do that?

Answer the most pressing question buzzing around their head: What’s in for me?

You will do that by concisely presenting the highlights of your Employee Value Proposition.

3. Keep your job advertisement short

Indeed’s research shows there is an optimal length for job content to attract the best
candidates.

Roles with descriptions between 700 and 2,000 characters get on average 30% more applications.

According to Indeed, you should try to:“Strike a balance between providing enough detail in your job advertisements and being concise. You don’t want to overwhelm job seekers with pages of content if a single page is all that’s needed.

4. Use reader-friendly formatting

Format your job advertisement for easy reading.
Write shorter sentences and use simpler phrases. Break down big blocks of text in smaller paragraphs.  Use titles and subtitles. Bold the most important information. Write the job requirements in a form of a list. People love lists! 😊

5. Don’t be boring!

Most of the job advertisements are too formal.

You don’t want your job advertisement to sound a boring business document!

A good practice is to write your job advertisement like you’d say it – to a friend!

Avoid commonly used phrase such as “the successful candidate” or “the ideal applicant”.

Write in the second person – use the word “you” to directly address your candidates.

6. Use a friendly tone of voice

When it comes to the tone of the voice in which your job advertisements should be written, the best practice is to apply your Employer Brand’s tone of voice.

Using your authentical tone of voice in your job advertisement will help you hire the best talent by finding the perfect fit for your company culture.

 

8 Quick Tips for Writing Great Job Requirements

Not enough qualified candidates? Too many unqualified applications? You can easily fix this problem by tweaking your job requirements!  Learn how with this great quick tips!

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Improve your job requirements to attract better candidates

Are your job postings (job ads) attracting too many unqualified candidates, and not nearly enough qualified ones?

Before investing a lot of time and money in implementing shiny new recruiting strategies aimed at attracting talent, you should first examine your job requirements.

Job requirements are part of your job ads that state the qualifications and skills necessary for a certain position.

Job requirements should clearly state what an employer is looking for.

That way, potential candidates can know what is required of them before applying.

If they match all the job requirements criteria, it means they are a good fit for a job and they have a chance of actually getting it.

On the other hand, if they don’t match the job requirements criteria, they probably shouldn’t waste their time applying, because they have a little chance of getting the job.  

Thus, by laying out clearly defined job requirements, employers can attract the right of type candidates.

Over or under qualified candidates will be turned away from applying, thus saving employers a lot of time and money in the long run.

How to write job requirements?

Contrary to popular practice, writing great job requirements is more than just copy-pasting the “Qualifications and skills” part of your job description templates.

To write efficient job requirements, you should combine your job description with your candidate persona and choose the most important, key qualifications and skills desired in your perfect candidate.

Tips for writing great job requirements

Here are 8 quick tips for improving your job requirements:

Tip #1: Use bullet points

Improve the readability of your job requirements by listing them in a form of bullet-points.

Tip #2: Keep it short

The best practice is to list no more than 7 bullet points.

Tip #3: Separate must-haves from nice-to-have

You “must haves” should entail only the essential qualification needed to be considered for the job. Separate them from the additional “nice to haves”.

Tip #4: Focus on your candidates

Don’t state your company’s demands. Instead, tell your potential candidates how working at your company can benefit them.

Tip #5: Use everyday language

Use the simple, everyday language and conversational phrases.

Tip #6: Use the right tone of voice

Make sure you use the tone appropriate for your Employer Brand.

Tip #7: Personalize

Your requirements should aim to attract your perfect candidates.

Tip #8: Be specific

Be as specific as you can – avoid vague descriptions and stick with plain and simple wording.

Job requirements: Key takeaways

Job requirements are “must haves” that an employer is looking for in a candidate for a certain job position.
Contrary to popular beliefs, job requirements aren’t just a list of specific qualifications, education, knowledge and skills needed for a particular position.

Job requirements are a great opportunity to showcase your Employer Brand and company culture and attract the best candidates!

Top 5 Free Job Posting Sites For Employers

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This list of top 5 free job posting sites is the ultimate resource for every employer looking to fill in open job positions. Find out where can you post your jobs for free to reduce your recruiting costs.  

Top 5 free job posting sites

Here is our list of the top 5 absolutely free job posting sites you should utilize to reduce your recruiting costs and attract more qualified candidates:

Free job posting site #1: Indeed  

Indeed is a world’s top job search engine with the highest traffic (200 million people visit Indeed every month). This means that Indeed searches the web and collects job ads from multiple sources, such as job boards, other job search engines, employers’ career sites, etc. However, it also offers a possibility for employers to post their jobs directly to Indeed by opening a free employer’s account.

Free job posting site #2: Glassdoor

Glassdoor operates an online job and career community. It became famous as a place where employees and former employees anonymously review companies and their management.
However, Glassdoor is also the world famous job board with the highest traffic (50 million people visit Glassdoor every month). It is often ranked as the best job board to post jobs for free.

Glassdoor offers the possibility for employers to post up to 10 jobs free for 7 days.

Free job posting site #3: Jora

Jora is is an Australia-based search engine for jobs, but it functions as a worldwide job search aggregator in almost every continent around the globe.

To publish your jobs on this site, simply fill in the form, choose the locations you want to target and hit ‘Post Job’. As simple as that, no registration required. You can post as many jobs as you wish!

Free job posting site #4: Google for jobs

Google for Jobs is an AI-powered job search engine launched by Google in May 2017.

This means that job seekers can now look for job postings directly from their Google search.
Since Google for jobs is a job aggregator, you can’t directly publish your job postings to appear in Google search. You can, however, follow this guide to make sure Google collects your job posting form your career site.

Free job posting site #5: Post jobs for free

Post Jobs For Free is based in sunny Florida, but it serves jobs all over the world.
Recruiters can use it to post jobs, search resume database and send messages to resume posters. All for free!
If you happen to need more detailed explanation, check out this video.

Additional ways to promote your job openings for free

There are many other free methods you can use to promote your job openings for free, such as:

If you want to learn more about these methods, check out our Ultimate Guide for Posting Jobs That Stand Out.

3 Secrets to Make Your Small Business Job Ad Stand Out

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Small business recruiting is tricky. Somehow, small business owners have to work with very little resources to get good employees in the door. Add to the mix a sea of competitors who are bigger, have larger budgets and likely employ recruitment experts to do their bidding and you’ve found yourself in a small business recruiting dilemma. Without big names and big money, small businesses have to be more creative and strategic with how they write job advertisements.

These three secrets will keep small businesses on the right track when writing job ads.

Secret #1: Job ad is not synonymous with job description

For decades, mind-numbingly detailed job advertisements were just a simple copy of what the official company job description was. Formulating job advertisements that bring in top quality candidates who also fit into your company culture starts with clearly describing the summary of the company in an interesting way — not rambling on about meticulous and, let’s be honest, limiting job “requirements”. What our predecessors failed to see was the power of a customer-centric approach to recruiting. Liz Ryan, CEO of Human Workplace, explains the power behind job ads:

Your job ads reach a lot more people than just folks who might actually apply for the job. They reach people who have job-hunting friends, and they reach your customers and prospective customers too. You’re marketing to the entire community in a job ad, the same way you are in your customer-facing marketing campaigns.

The kind of job ads that will attract quality employees are those that depict what it’s really like to work for you, the company culture, the team atmosphere and the passion that goes into the work you do. Job advertisements are a public representation of your brand, so it should be compelling to read, not exhausting.

  • To do: Save the job description for internal purposes. If you’re bored reading it, chances are so will potential candidates. Start thinking about how you want potential candidates to perceive your brand and try to work that messaging into job ads.

Secret #2: Sell the career, not the job

While a breakdown of the job requirements is a must for guiding the right candidates in your direction, job seekers today are looking for experiences. Gone are the days where job security and compensation were all it took to snag candidates. Those things are still important and should be one element of the job advertisement, but what should be emphasized even more is the potential for career development, advancement and the chance to work on a collaborative, supportive team. A successful job ad should also fulfill these three requirements:

  •      Inspire the right candidates to apply
  •      Improve performance of all recruiting efforts
  •      Build brand awareness and affinity

Interestingly, a recent study done on the psychology of job ad verbiage revealed that, “ads focusing on what employers can provide job seekers — like work autonomy, career advancement and inclusion in major decisions — result in better employee-company matches. And these ads produce larger numbers of more qualified applicants.” The authors explain that these kinds of ads garnered three times as many high-quality applicants as ads focused on what the company needs from the candidate.

  • To do: Avoid long lists of job requirements and instead craft job ad verbiage around what a day in the life of this person would be at your company. Discuss the day-to-day tasks with active language and don’t forget to mention how they can flourish at your small business. Small businesses typically provide more freedom for growth and development than large corporations so tell them that!

Secret #3: Consider all generations in the workforce

In 2015, Millennials surpassed Generation X to become the largest share of the American workforce. While the Silent Generation and Baby Boomers phase out, Gen X becomes the new Baby Boomer and Gen Z gets ready to overtake the Millennials, employers are left with recruiting a multi-generational workforce. The good news: these working generations have more in common than we give them credit for. One of the most important stereotypes to debunk is whether mobile responsive job ads are needed to attract Baby Boomers. Almost half (48%) of Baby Boomers look for job postings on their phones. Keep in mind, they need to be easy to read and easy to follow because although 22% believe they are tech-savvy, HR says only about 6% of the generation understands modern technology.

  • To do: Create job advertisements that attract all generations with the following in mind:
    • Honesty – 35% of employees in every generation value ethics and fairness in leadership as a top trait an employer should have. Show it by mentioning in the job ad how your workplace values fairness
    • Meaningful Work – 30% of Millennials and 27% of Baby Boomers look for an organization that assigns meaningful work.
    • Flexibility – Although flexibility is typically valued most by Millennials (30%), 22% of Baby Boomers still look for flexibility in the organizations they work for.

Small business recruitment might not be a cakewalk, but that’s what experts are here for. These secrets will help small businesses learn how to write effective job ads that are going to catch the attention of the right candidates and ultimately, make your small business successful. For many small companies, job ads are one of the only forms of recruitment they engage in so make it count!

About the Author

Joe Weinlick Headshot for WordPressJoe Weinlick, President of Marketing with Beyond.

Joe is the entrepreneurial marketing leader and brand strategist with a unique mix of strategic, creative, operational, and technical abilities.

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