Job postings play a pivotal role in the entire recruitment process. A perfectly crafted job posting exhorts job seekers to take action and not just take notice. The goal of a recruiter is to get the right fit for job positions. The jobs need to reach out to not just the active job seekers but also the passive ones, strengthen the company’s image as a worthy employer to work with, and get job candidates to respond positively.
Here are some tips that that have proven to be effective while creating job postings:
Speak like a pro who knows the position in and outMostly job seekers complain that the person who wrote the job posting does not actually know much about the position. Most job seekers expect that the one who is writing the job posting is the one who is recruiting them. If anyone of them does not understand the needs of the job seeker, that position will be hard to fill in.
It is tough for recruiters here, since they have to keep updated about every single trend of an industry that exists or at least be sure about the type of employees that his or her company would like to hire. Job seekers from different domains expect that the job postings should not beat around the bush talking about a laundry list of different attributes, capabilities and specialties.
This would imply to the job seeker that either the recruiter does not know much about recruitment, or does not care about the job position anyway. For example in the IT recruitment, stating expertise from a single technology stack is feasible and understandable but expecting from an IT developer to be experienced in competing technologies like ASP.Net and PHP is ridiculous unless it is a consulting firm working in diverse technologies.
Rack up some attractive points about the company cultureStrong job postings are sure to give a job candidate a hint of the company culture and also describe the experience vividly about working there. By being brief, recruiters seldom dilute the overall impact of the USP that makes their company special. Along with skills that are required, job seekers would like to know about the company culture and if it fits according to their comfort level.
The job postings should have the power in the words to push or pull the job seekers from applying depending if they are a good fit or not. The words should attract those who are perfect for the job position and repel those who are not fit enough.
Think from the candidate’s perspectiveThe most common problem with many job postings is that most ignore the candidate’s perspective and tend to over-emphasize the company’s perspective. The best candidates will always have options and if you want to convince them, you have to show the rosy picture of their presence in the company and how it will benefit them. Most of the career-oriented job seekers are always in the look out of a better job, a better pay scale and a better job position, but do not care about every opportunity that comes their way. Company-centric job descriptions are visited only by unemployed ones who do not care where they apply.
Employees do not expect the recruiters and the HR personnel to know everything about their job position and the relevant skills that they should possess. But they expect job postings from them which are sensible and well crafted with basic knowledge. Recruiters should try to check if their postings resonate with the right audience too.