How to create ideal job postings to hire the right candidates

 

When writing job postings, you’re always trying to attract the best candidates for the job. You want to make sure whomever you hire is about as close to perfect as you can get.

The only way to hire great people is to attract those same great people to apply. This is easier said than done. Most of the best candidates are working for other companies and not sitting around applying for jobs all day. Your job ad not only has to get them to apply, it has to get their attention in the first place.

The good news, as you may have read at College Recruiter, is that although they’re not sitting around all day applying for jobs, 73% of current employees don’t mind looking for a new job while they’re still employed. Most of these people are young people, suggesting that they’re looking for something better.

Keep this willingness to find new work at the forefront of your job description, and you’ll have more luck. Think about what your company can offer that other jobs can’t. Here are a few other things you can do that will help.

Write an Advertisement

Many employers will approach a job ad like they’re doing someone a favor. While this might be true of regular out-of-work job seekers, it’s not true if you’re looking for the right people. Employers often have a hard time finding these people.  If you approach this process with a me-first attitude, you’ll be missing out.

Create a job advertisement like a sales pitch. Approach it like you do selling your product or service. Maybe even talk to your marketing team to see what they can come up with. You want people to see your ad and to act on it. It needs to be enticing, solve pain points, and have a clear call to action.

Don’t just put up a bullet point list of duties and qualifications. Bullet points are easy to read; you just want to make sure they say something of value. If you’re just listing things, there’s nothing enticing about that. You’re asking people to uproot their lives, leave a solid paying job, and work for you. You must be convincing.

Tips from Content Marketing

Most companies know they need to create great content in order to get that content viewed by other people – why not put those tips to work with your job ad?

• Subheadings. Make your job ad easy to read and something they can skim. You may not have a lot of time, so you’ll want to get your point across. Use subheadings and bullet points to illustrate various sections and key perks.
• Length. Don’t go crazy writing the next great American novel. You’ll want to keep it at and easy to read length. Too long, and you’ll lose them. Too short, and you may not give them enough info.
• Make it Sharable. Content marketers use this strategy very effectively to get their message out. Use it in job postings. Even if the gig isn’t for them, if it’s interesting enough, they’ll share it. Some companies now hire on social media for this reason.
• Make it Interesting. Don’t just write a typical ad. Make it stand out. Make it different. All the things that make great content sharable – do it here. The more interesting, funny, or unusual the job ad, the more likely it will be shared and attract applicants.

Company Culture

It’s not just about salary anymore. It’s about the company itself. What does the company stand for? Are the hours flexible? What kind of perks exist? You’ll want to outline these in the ad. Talking about your company is key to getting someone to quit an existing job and work for you.

People want to feel a connection with the company they work for. They don’t want to feel like a mindless drone. Work doesn’t always have to be fun, but if you have to do, wouldn’t you choose the place that most fit your lifestyle?

If you’re looking to attract creative individuals, you’ll need to give them an environment they can thrive in. Ensure the company culture is built around this, illustrate it in your job ad, and you shouldn’t have a problem.

Job Description and Title

The job description is the meat of job postings/job ads. You’ll want to do your best to make the title and description stand out.

• Be Specific. Let the potential applicants know exactly what the job is. Don’t sugar coat it. That’s what the rest of the ad is for.
• Qualifications. Be clear about what’s required. If they can learn on the job, say so. If not, let them know that too. It’ll weed out poor applicants.
• Type of Employment. Full time? Part time? Be clear upfront if you want to attract the right candidate.
• Growth. Is there opportunity to move up the ladder? Throw it in there.
• Salary and Benefits. This will help attract those people that are in your price range. Don’t be afraid to list this thinking it will scare people away. If it’s actually the salary range you’re offering, the people it scares away are out of your price range. Don’t waste your time.

Finding the right candidate is all about attracting the right applicants. Be bold with your job ad. Be truthful. Don’t worry about scaring people away. They won’t be the right ones for you anyway.

If your job ad reflects your company personality, you’ll have much better luck at finding the right people that will fit in.

Do you need help filling part-time jobs, internships, or entry-level job openings within your company or organization? College Recruiter can help. We offer a variety of advertising solutions for employers and talent acquisition professionals. 

About the author:

Rick Riddle is a successful blogger whose articles aim to help readers with self-development, entrepreneurship and digital marketing. Connect with Rick on twitter and LinkedIn.