The recruitment landscape is constantly changing.
A demand for critical skills, the rise of young talent and a shift in attitudes towards employment have forced organizations to update their recruitment strategies to reflect this environment in order to engage the right talent. Yet, unless your organization is a household name like Pepsi or Apple, chances are that when a job seeker clicks on your job posting, it’s their first time engaging with your brand.
In today's current economic environment where talent has the upper hand in choosing how and where they want to work, employers need to work harder to stand out as the most attractive opportunity. Yet, with 20 million jobs listed on Indeed, your job posting must be a compelling one if it has a chance of attracting the skills you need.
Here are the elements involved in creating a high performance job posting.
Start with the real 'first step' of recruitment: Job descriptions
In many organizations, it's common for job descriptions to be considered as elements set apart from the talent acquisition process, when they are, in fact, one of the first and most important factors in effective recruitment and set the tone for everyone involved.
A careful consideration of job descriptions should include all stakeholders involved in the hire, from hiring managers and compensation teams to procurement folks and external staffing partners. When beginning the recruitment process, an early collaboration on job descriptions will ensure hiring managers and recruiters understand the requirements and the level of flexibility within them.
Job descriptions are the foundations of external job postings and an examination of their content will directly affect improvements in how your organization is engaging with talent.
Are your job descriptions:
- Conveying the requirements of the role?
- Selling the company?
- Setting worker expectations?
82% of high performing organizations say their job descriptions are always easy to understand!
Turn job descriptions into winning job postings
Crafting compelling job postings is your organization’s second step in marketing your company to a future hire, and you may need to re-think the way you’re interacting with job seekers. Once your ready to take your job external, here's how to create an effective job posting:
Lead with a candidate first approach
A great candidate experience is essential -- and expected, and your organization must make a good first impression. Pique their interest by highlighting the “personality of your company.” In the opening paragraph, list the benefits of working for your organization and highlight the corporate culture.
For example :
- Do you offer flexible work hours?
- Are you working with cutting-edge technologies?
- Are there professional development opportunities or meetups?
It’s important to gain interest right from the start or risk losing that resource to another opportunity.
Pay attention to the details
Along with listing the must haves and nice to have skills, industry experience and desired level of education, you’ll also want to describe day-to-day responsibilities, start date, the length of the project and indicate how their work will impact the organization.
58% of job seekers had a negative application experience with job descriptions that lacked details about the company and/or position!
Keep it concise
An effective job description will find the balance between providing enough details about the role and company, while being kept to a minimum.
Indeed reports that job descriptions that are kept between 700 and 2,000 characters receive up to 30% more applications!
Consider including a video
Whether it’s user generated or externally sourced content, video will engage more than text, and can better articulate your corporate brand and work environment. Video job descriptions that include current employees can also provide better insights into the position and what it’s like to work for your organization.
Digi-Me finds that video job ads are 53x more likely to appear on the first page of Google searches and can improve a candidate’s understanding of a job by as much as 300%!
Avoid contributing to experience inflation
A misleading job description is a mistake that not only contributes to experience inflation, but also leads to creating a negative candidate experience. For example, a major frustration entry level job seekers encounter is searching for an "entry level" position, clicking on the job description and discovering he or she will actually need 3+ years of experience.
Research finds that out of 1,286 entry level labelled jobs, 94% of them were discarded because they required years of previous experience. When creating job descriptions, it’s important to “say what you mean.”
Be mobile responsive
Smartphones and mobile devices have already disrupted the recruitment process. Today’s job market is primarily made up of younger talent, with millennials expected to account for 35% of the global workforce by next year—and 78% of them are currently using mobile devices to look for a job. Job descriptions that scale to Smartphones and mobile devices make it easier for your organization to engage with this rising demographic of talent.
Communicate with your staffing agency
Staffing firms have a role to play in meeting clients’ changing skills requirements. Often, the criteria for a job may vary due to a number of changing factors, and the help from a great recruiter can aid hiring managers in re-thinking the way they craft a job posting to attract the right talent to the role.
At the very least, open communication with a staffing partner will ensure both the hiring manager and recruiter understand the role requirements and the give and takes on the must have and nice to have requirements.
As a trusted partner, Procom is committed to advising our clients on the best solutions available to meet their business goals and deliver innovative services that transform how they acquire and manage talent.
Are you considering updating your current talent acquisition strategy? Learn how adding a direct sourcing component will help you connect to qualified candidates faster with our Free Guide: What is Direct Sourcing?