ARTICLES, BLOGS & VIDEOS

The latest news, trends and information to help you with your recruiting efforts.

Posted August 05, 2016 by

How to create ideal job postings to hire the right candidates

 

Photo courtesy of StockUnlimited.com

Photo courtesy of StockUnlimited.com

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. 

Rick Riddle, guest writer

Rick Riddle, guest writer

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.

Posted May 06, 2016 by

Working for a startup after college

Startup business people working at modern office courtesy of Shutterstock.com

dotshock/Shutterstock.com

Everyone is nervous heading into their last year of college (except for those going to grad school, that is). It’s time recent graduates prove to themselves, and probably to their parents, that all of this was worth it; they can get entry-level jobs, get out on their own, support themselves, and start on a career path. It is probably their family’s hope that grads will conduct their job search seriously, and look at companies/organizations that promise a bright future. They’ve attended their first job fair, passed out their resumes, spoken with corporate recruiters, and some seemed interested. But something doesn’t “feel” right in their gut. There’s no excitement about all of this.

As recent graduates reflect on why they lack excitement, their minds go to the concept of a “corporate” environment with everyone playing their roles, a pretty large bureaucracy, policies, set work hours; “a single cog in a very large machine you will be,” as Yoda would say. Then there’s the office politics grads studied about in those business courses. Somehow, it doesn’t seem right. They’re thinking about their future success, which doesn’t include what the “big boys” offer. Recent grads need to look elsewhere.

Graduates need to consider working for a startup. Now their parents and some of their friends might think they’re a bit nuts. There’s no job security, as 50% of all startups fail within five years, and then where will they be? Mom may be wringing her hands. However, this isn’t their parents’ world anymore, and there are large advantages to taking this path right now in their lives when they have no obligations other than to themselves.

Flexibility and continuous learning

Most start-ups do not have “pigeon-hole” jobs. They will demand everyone pitch in when and where it is needed. Graduates may have a “job title,” but that will not mean a great deal. They’ll have a skill others may not, but they will be required to learn everyone’s job and everyone will be required to learn some of their job. This environment means continuous learning.

What’s the other great thing? Grads will be forced out of their “comfort zone” into exciting challenges; things can change on a dime, and they will need to change with them. If graduates really enjoy risks and challenges, they’ll love it.

Discover new talents

With all of the emphasis on pitching in, group decision-making, and problem-solving, recent grads may find they have creative talents and current skills they never knew or nurtured. They will be far more well-rounded in what they know and what they can do.

Learn how to budget

Pay is generally not the best for those who join startups. In fact, no one joins a startup for the salary. Graduates will often have to continue living like poor students, but they know how to do it. They’ll stretch those dollars, shop at thrift stores, and eat Ramen noodles sometimes. So what? Grads will also learn how to budget and be frugal.

Business people cheering with arms raised courtesy of Shutterstock.com

pikselstock/Shutterstock.com

Work with passionate people

Enthusiasm is contagious, and that is one of the great things about startups. Everyone comes to work excited about the day and their projects. Everyone shares in each other’s successes (and pumps each other up when there are failures). Grads, too, will be excited about getting up every morning and getting to work; many people in the corporate world would love to have that feeling.

Learn entrepreneurship

Forecasters predict small businesses will be more a wave of the future than large corporations. Why? First, corporations continue to expand globally and set up headquarters in other countries. Second, people no longer trust large corporations like they used to. These giants have taken big tumbles in recent years and no longer provide job security to their employees. It is the small business that is trending now. Working for a startup gives employees valuable experience in becoming small business owners at some point, if they should choose to head in that direction.

Push through failure

Most startups have their failures. The good ones with resilient employees move forward, learning from the failure but never losing the enthusiasm for what they are doing. It’s good to experience failure when young; it is a wonderful teacher. If that startup goes “belly up,” think of all the lessons employees have learned in the meantime.

Potentially invest or be given a stake

A lot of startups value their original people, and founders will give those people a stake in the company. Many people became millionaires because they started out with Steve Jobs, Bill Gates, or Mark Zuckerberg. Having a stake in a company at a young age is a great thing.

Love the Culture

Flexible hours are a big plus. Value is not based upon the number of hours worked. It is based on what employees produce. They may work several 18 hour-long days, only to sleep in late for several days after that and only put in four hours or so.

Dress is a big factor for many job seekers. If they love a jeans and flip-flop environment, taking their dogs to work, letting their hair grow, or sporting a tattoo, they will find the startup environment is where they want to be.

Choosing the right startup

Startups come in all different stages of development. Choosing one should be based on job seekers’ level of risk tolerance, their investigation of the founder(s), and their passions for the product(s) or services being developed. Nothing is carved in stone; if one idea doesn’t work out, there are many others to try.

Need career advice as a recent graduate? Go to our blog and follow us on Facebook, LinkedIn, Twitter, and YouTube.

Rick Riddle, guest writer

Rick Riddle, guest writer

Rick Riddle is passionate about the self-development process and wants to share his experience with more people via his articles. He believes self-sufficiency and discipline lead to great results. Follow him on Twitter.